Alpha and Long Tail

Ever wonder how professional managers handle all that money and what they do with their own? Often, it comes down to two things: alpha and long tail.

Alpha is the portion of your portfolio that chases huge financial returns. It’s the component that swings for home runs by searching for big gains. Tech companies and stocks in new markets are prime examples. Tesla, marijuana-co, Netflix, and Beyond Meat—currently or in the past—fit into this category. And their potential upside isn’t just to double your money, they can grow it by 10-20 times. That’s why they’re called alpha and everyone should have an allotment dedicated to this. 

Professionals hold 10-20 of these companies with the strategy that winners will grossly outweigh the dogs. Why? Because nobody knows which stocks will make it. You’re not only guessing whether the market is real, you’re also gambling on whether this is the right pick. Everyone knows that not every company is successful and many new markets never take off. Just look at the computer business, loads of players were great at the beginning only to crash and burn when goings got tough.

Long tail is the exact opposite. It’s the allocation waiting for the world to end. This type of risk is called long tail because it doesn’t happen very often. As a matter of fact, it’s really quite rare. But nobody knows when the big quake is coming so have some money dedicated to this. 

If the market tanks by half, you should still be able to live. It may only be on beans and rice but at least you’ll have something. Then the rest of your dough should be sitting in dividend-paying stocks or high-quality bonds. Nothing too risky, nothing too big, just the types that provide decent returns.

What percentages you put into each compartment is your choice. Just make sure you’re ready for the big one and if a Canadian, hold alpha in TFSA.

An Idea Company

In horse racing, the term for picking four winners in a row is pick 4. In Vegas, it’s called a parley. In business, it’s how you get something started. There’s a difference between running a company and getting one off the ground. And that difference lies in people. It takes unique people to generate and implement ideas.

The book, A Kick in the Seat of the Pants, says there are four parts to an entrepreneur—the artist, the explorer, the judge, and the warrior. The artist develops ideas, the explorer researches them, the judge decides whether they’re good or not, and the warrior takes them to market. To relate this to everyday life, the artist is the part of you that’s creative—the one who fantasizes, dreams, and generates thoughts. Your explorer seeks knowledge. It asks questions, reads books, and surfs the net. The judge is your decision-maker and your warrior does all the work (e.g., cleans the house, goes to the office, and drags your ass to the gym).

To start a business, you need to sparkle at every corner. In other words, you need a dynamite artist, a compulsive explorer, a strong judge, and a great warrior.

Operating companies

Today’s companies are all operating companies. They have three divisions with three types of people: sales, product, and admin. Any idea company has four: creators (artists), researchers, judges, and warriors.

Idea companies develop new concepts for existing industries. Sell these concepts to operating companies within applicable industries. Who then, with assistance from us, implement and carry them forward. Make sense?

The world doesn’t need more operating companies. We already have lots. What we need are great ideas brought into existing corporations. Why? Because big business is weak at being visionary (and lots can’t see the forest for the trees). They really are designed to simply operate and their workers are operators too. That’s why they need us.

With only 10-12 staff, idea companies earn most of their revenue from customer success and only deal at the top. Consulting firms and advertising agencies do some of the above, but they’re still just operating companies waiting to be hired. An idea company sells to an industry according to an order. When one company says no, they move to the next. Implementing with the first taker.

The next level

Over recent years business has figured out it needs to be in the community. That’s why they support public charities and things like the Olympics. Society feels better about spending its dough when they know some is being put to good use. But another level is on the horizon and that level is love. Business will soon learn they must also love the consumer.

Imagine a grocery store that thought of you in terms of what they provide (food). Imagine them offering a free cookbook (online), developed by them, supported by easy to learn videos (produced by staff—also part of the program), fortified by their prepared foods section (which includes these items), and a taster bar to assist in deciding what you’d like to make. Then add in in-store cooking demonstrations, a commitment to always stocking the base ingredients (one-stop shopping), and a great line of cookware available at reasonable prices.

They can even offer food service to supply items like meatballs, chili, and soup to restaurants, institutions, and people wishing to cater their own affairs. It all goes together. Eventually one of them will get it. Food stores are in the ingredients business and customers really need help putting these things together. Then as a society, we go up a level.

That’s what idea companies do—they take us to the next level. They develop ways to make an industry better and then shop them down a list. If company A doesn’t bite, they go to company B. When someone finally says yes, and things work out, the idea company’s reputation builds. So the next time they call, everything is easy.

Summary

It’s a different approach that fits in many ways. For example, we have great musicians who need great songs, we have comics who need powerful material, and just think what we could do for the education industry.

Operating companies have three main VPs (sales, product, and admin) and a president who reports to a board. By definition, the president is an administrator because of the job description. Startups do it differently. They make VP of product, supreme.

These visionaries then bring new concepts to market (e.g., Chipotle). But artists are never good at the workings of biz (e.g., admin, production, logistics, safety, H/R). It’s not their skill set. So why make new companies when we already have lots—Chipotle should be a division of Wendy’s.

It’s a different way of looking at things that will turn commerce on its head. There’s tremendous talent out there being wasted. We simply need to do the linking. Idea companies do this and more. They find the ideas, research them, judge them, and only bring to you what’s good.

I can’t wait for my son to graduate. Can you imagine? “Hi. It’s Alex from What’s Next—the idea company. I’d like to speak with your president.” “Good morning, Alex.”

Investing Principles

Once you get comfortable with the various types of investments, you’re ready for basic principles. Here’s what you need to know before entering the jungle.

Buy low, sell high

One time I toured a scrap yard. The owner kept complaining about the economy but all around me were mounds of scrap. So I finally asked, “If the economy is so bad, why do you have so much inventory?” He said, “It’s an old Jewish lullaby, buy low and sell high. And right now, prices are low.”

Buying stocks is like buying anything else—you want to get a good deal. And if a stock’s price gets so high that not even you would buy it, maybe it’s time to run. Sure you can’t time the market, but you can still buy and sell based on price.

Avoid overpaying by submitting a price along with your buy order. It may take time but you’ll usually get a better deal. Same goes for selling. Most of us forget to sell on overvalue and wind up kicking ourselves after the crash. Avoid this by using a priced sell order that executes when the stock hits a certain peak.

Holding cash

Everyone is usually fully invested, leaving no room in their portfolios for cash. But then how do you capitalize on a good buy?

We figure because cash doesn’t grow—having too much of it means we’re falling behind. That’s total baloney. Cash is the result of selling high and you’ll use it later to buy something better at a good price (maybe tomorrow, maybe next week, maybe in six months). Always keep cash on hand to capitalize on good deals (like during a market correction or crash).

Mutual funds

Ever wonder why there are so many mutual funds? It’s because there’s so much money in them.

The concept is to have a qualified analyst buy a basket of goods (stock, or stocks and bonds) and manage them (buy and sell). And though it makes sense to spread risk over a basket of goods (as opposed to holding just a few investments), these companies charge a lot for their service. Typically 2.5% per year.

A portion of the fee—usually 1%—is paid to the adviser firm. It compensates them for dealing with the client and generally gets split 60/40 between firm and adviser. This leaves 1.5% for the fund company. So on a $6B fund that equates to $90M per year. Sure they have expenses, but at the most they hold 30-40 listings and employ 10 people. (Plus, sometimes they just buy the index or subcontract the whole thing out.)

And because management fees go on forever, they reduce your annual return. So if your fund makes 9%, you only see 6.5—that’s why most don’t beat the index. They also operate within a mandate. For example, if it’s a Canadian fund and Canada’s not the place to be, they can’t react. And they’re often forced to generate cash to pay out withdrawals and fees, so they sometimes sell when they don’t want to.

Bottom line: mutuals don’t operate in the environment customers like to imagine.

ETFs

To combat these big bucks, the world has invented a lower cost alternative—exchange-traded funds (ETFs). They use a computer generated model to buy and sell according to an index. And for this service, they charge between .25 and .95%. This way, customers get the low risk broad basket approach without being raped.

ETFs are certainly gaining in popularity but not because of advisers. Why? Because advisers don’t get paid the same. With EFTs, they earn like selling a stock—a one-time commission of around 2%. Not the 1% annual fee that goes with a fund.

Of course, the downside is no person has their hands on the levers. You’re totally relying on a software program. So if computers ever take over the world, you’ll probably lose all your money. To see a list of Canadian ETFs along with their Management Expense Ratio (MER), click here

The market is dirty

Mature investors are aware the market is unethical in a number of ways.

Agencies, like Moody’s and Standard and Poor’s, rate organizations like GM on their ability to repay loans (corporate bonds). The higher the rating, the lower the interest. But they also get paid by GM. So how diligent are they when it comes to rating customers? And can you imagine how demanding companies like General Motors can be when it comes to paying out millions in interest—no wonder there are hookers on Wall Street. It’s a total conflict of interest.

This element caused most of the economic crisis of 2008. Agencies like Moody’s rated bundles of mortgage backed securities (CDOs) as triple A quality when in fact they contained loads of crap. So buyers (like, pension funds and municipalities) got screwed by trusting the ratings.

Another way the system is rigged started when brokerage houses merged with investment banks. In the olden days, investment banks took companies public and brokerage houses bought and sold stocks. The system worked well, but now investment firms do both. They take companies public and recommend the same stocks to their brokerage accounts (people like us). So not only is it a conflict of interest (because they’re paid at both ends), it messes with the buy, sell, hold recommendations.

If they rate a company poorly, what’s the chance of them getting the investment banking business in the future (e.g., when the customer wants to sell additional shares)? That’s why recommendations are either buy or hold—they can’t say sell.

Summary

Investors have to change with the circumstances. When you had little for savings it was easy to say, “I don’t have time for money.” But now that your little pot has grown, who doesn’t have time to make an extra $70K per year?

The crash of 2008 caused interest rates to plummet, which incented investors to move safer money into the market. This caused overvaluation—so we all made profit. But now that rates are starting to climb, that money may move back. And if it does, don’t get caught napping.

Managing money takes time and effort, even when you pay someone else to do it. And if this all seems too scary, maybe go with 5-year GICs—the results aren’t much different. Either way, half your investments should be in safe places and you should always have time for money.

Triple Crown

Before my friend Donald J gets woefully impeached, I’d like to say something nice about him that has nothing to do with politics. Donald J is the first person in history ever to win the salesperson’s triple crown—and it’s an accomplishment worth mentioning.

Every salesperson ever assigned a territory yearns to become three things: an entrepreneur, a politician, and a stand-up. And Donald J has accomplished all three. Let me explain.

Entrepreneur

Salespeople yearn for entrepreneurship because it’s the next step in sales ability. Not only do you sell yourself to customers but you have to get suppliers, employees, and investors (e.g., banks) to believe in you. No small task for anyone’s personality.

And though some feel this title should be reserved only for those who’ve gotten something off the ground—they’re wrong. Kids who inherit a business are just as bona fide—they’re not cheaters. Sure some have lived a pampered life, but most work just as hard, face as many difficulties, and are often of a higher order than their parents.

The two parts to building a business are getting it off the ground and growing it. It’s surely an accomplishment to get something going, but it’s an even bigger deal to grow it. Why? Because the second half takes more intelligence, chutzpah, and business acumen than the hard work of the first. And these accomplishments should never be discounted or diminished.

When I walk out in Vegas and see a tower with Donald’s name on it, I can’t believe how cool that is. This guy owns tons of high quality real estate (downtown office towers and apartment buildings), a luxury real estate firm, 14 five star hotels, 18 world class golf course / resorts, and a 1300 acre winery—among other things. Are you kidding me? It’s a kick-ass corporation that any entrepreneur would be proud of (trump.com).

Bottom line: Donald wasn’t lucky—he’s good. And every salesperson out there knows it.

Politician

Politician? Why politics? Because it’s the ultimate sale. You’re selling to thousands (in Donald’s case, millions) and it’s about people skills. The customers aren’t engineers trying to dismantle your argument. They’re regular folk looking for inspiration, simple logic, and a little bullshit to make them feel good. And the victor is always the one who can best appeal to the masses.

Plus almost anyone can do it. It’s not like you have to be especially qualified for the job. The most famous politicians of our time didn’t attain their reputations or get anywhere because of their brains. They did it all with people skills. And that’s what’s fascinating to salespeople.

Donald J didn’t just become a politician, he went straight to the top. Doing it all with pure strategy and salesmanship. It was amazing. Against all odds, against the media, against the establishment, against his party, and against almost everything else. It really was amazing.

Comic

Comic? Yes comic. It’s the least important of the three, but still a silent aspiration of most people in sales. Why? Because you’re showing off your abilities in front of strangers. Entertainment abilities. And what salesperson doesn’t think he or she is entertaining?

Okay, so Donald didn’t do a stand-up show on HBO, but every comic out there has a dream for television. And Donald J jumped passed all the grunt work and got right to it. Remember, The Apprentice and Celebrity Apprentice were number one shows that ran for long periods of time. Number one shows. Pretty big deal for just a salesman.

Italy’s Silvio Berlusconi got close. He was a billionaire who also became country president. But he owned television stations, he didn’t perform. And Newfoundland’s Danny Williams was also a rich guy who became political leader, but Danny was a lawyer by trade (so he probably knew what he was doing—and wasn’t funny).

Summary

Salesmanship is the ability to do something with just your personality. To move people with only your words and a smile. It’s not likeability. Lots of people are likeable. Salesmanship is the ability to move people without losing your likeability. And to attain sustainability in the field, you must move them to a place that’s beneficial for both you and them.

Forget your political views for a moment and see who this guy is. Donald J is the first person ever to win the salesperson triple crown. And he didn’t just win it, he demolished it. His achievements set a bar that will probably never be matched. Entrepreneur billionaire, TV star, and President of the US. Give me a break. What’s cooler than that?

So on behalf of overachievers everywhere, I hereby declare Donald J, king. He’s ambitious, fearless, and works very hard. And has incredible focus. Something that’s definitely part of the success. Then again, he could also be a psycho (which doesn’t take away from the above).

Note: Watch Conrad Black on Trump. Black is one of his staunchest supporters.

Used Cars

When it comes to buying a used vehicle, people always want a good deal. Unfortunately, the only way to get one is by understanding the numbers. There are six you need to know:

  • Dealer wholesale – what dealers pay for used vehicles
  • Dealer input cost – money put into a vehicle to make it ready for sale (e.g., oil change, new tires)
  • Dealer markup – dealer profit added to total cost
  • Sell price – sell price of vehicle (after you get your “deal”)
  • Admin fees and taxes – charges added to sell price to arrive at the final invoice price
  • Final invoice price – what the customer actually pays

So there are a bunch of numbers but that’s not the confusing part. The confusing part comes when someone says “blue book.”

Kelley Blue Book

Kelley Blue Book is the gospel of used car pricing and is available free online. The problem is, they have different prices based on how you access it. They are as follows:

  • Dealer wholesale – what dealers pay for your car
  • Dealer sell – what dealers sell it for
  • Private sell – what someone should sell the exact same vehicle for, privately

If you access KBB from a dealer ad on Autotrader, it shows the price a dealer will sell for (not the wholesale cost). But if you enter the same information as an inquiry (using a separate window), you get dealer wholesale.

Why does this matter? Because it explains how to get a good deal. For example, Marty wanted a 2010 Lexus ES 350. He opened two windows on KBB’s website and grabbed a telephone. Here’s what he discovered.

  • Dealer wholesale – $8,000
  • Dealer input cost – salesperson said just an oil change
  • Dealer markup – $5K less an oil change
  • Sell price – advertised sell was $13,900, but they’d take $13,000
  • Admin fees and taxes – salesperson said $495 plus sales taxes
  • Final invoice price – $13,000 + $495 + PST/GST

Once he understood the numbers, Marty could then negotiate the dealer markup (down). Better yet, he could compare the dealer’s price to what it would cost him to buy the car privately.

Private sale

KBB offers a third price called private sale. It’s their estimate of what a private seller should ask. It’s always above dealer wholesale, but below what you’d pay from a lot. As you’ll see, you pay less for the same wheels when you buy privately, plus you avoid the taxes and admin fees (which, using Marty’s example, adds up to $1-2K, depending on where you live).

The only issue with buying private is inspection. Dealers have on-site staff to evaluate a vehicle, you don’t. So you’ll have to take it to a mechanic to ensure the vehicle is sound. And if you don’t have a mechanic, there are plenty of private inspectors around.

Curbers

So who are curbers and what do they do? Curbers are regular people who buy vehicles, for as close to dealer wholesale as possible, and sell them for something more. And because a lot of us aren’t good with numbers, they make money.

Summary

There’s good mark up in used cars. Kelley Blue Book is owned by Auto Trader, who get most of their revenue from dealers. That’s why the system is rigged in their favour.

The spread between dealer wholesale and final invoice is huge, so you can save a lot if you keep your eyes peeled and buy private. Paying more than dealer wholesale, but less than dealer retail, lets everyone win (plus you save admin fees and taxes). Yes, it takes more effort, but in the end it’s worth thousands.

Of course, there’s always the financing part—but isn’t that what in-laws are for? (Take post-dated cheques.)

Bonds

Bonds are loans to governments or corporations that can be traded on a market. A bond always comes with a maturity date (when the principal will be paid back), plus an interest rate and payment schedule (whether annual, semi-annual, quarterly, or monthly).

For example, let’s say the TD Bank needs money and issues a 10 year bond at 4%, paid annually. Chuck buys $10K of the original issue. On his statement it says 10,000 units at $1 / unit.

After a year, Chuck needs the cash. He goes to the market and sells the bond. The new owner gets the bond with only 9 years left to maturity, and may be willing to pay the $1 / unit or a price that’s higher or lower. The reason a buyer would pay par, something higher, or something lower depends on two factors:

  • The likelihood of TD paying the principal and interest payments (bond quality)
  • The bond’s annualized return compared to other competitive investments

If within that year, the bank’s future was affected positively or negatively, the quality of the bond will change and this gets reflected in the unit price. The value is also affected by other investments. If the new buyer can purchase a no risk, government backed GIC that pays 5%, why would he or she pay full price for Chuck’s 4% bond that carries, at least, some risk?

Yield

Calculating a bond’s yield involves using the interest rate on the original bond divided by what the new owner pays, plus the difference in capital between what the new owner pays and the amount of money that gets returned upon maturity.

For example, let’s say the new buyer is willing to pay $1.05 / unit, or $10,500 for Chuck’s bond. The two components of the equation are:

Annual interest component: $400 / $10,500 = 3.8%

Annualized capital appreciation (depreciation): $10,000 – $10,500 = ($500)

-$500 / 9 years = -$55 / year

-$55 / $10,500 = -.5% / year

3.8% – .5% = 3.3% annualized return

The new owner gets $400 / year on his or her $10,500 investment (3.8%), but loses $500 when the bond matures. So together, the annualized yield is 3.3%. In a second example, The TD bank could get in trouble (like Blackberry) and the new buyer is only willing to pay $.70 / unit. Then the numbers would look like this:

Annual interest component: $400 / $7,000 = 5.7%

Annualized capital appreciation (depreciation): $10,000 – $7,000 = $3,000

$3,000 / 9 years = $333 / year

$333 / $10,500 = 3.1%

5.7% + 3.1% = 8.8% annualized return

That’s the way bonds work. Interest rate, payment frequency, and maturity date are all established upon the original issue. Then they can be traded many times before the maturity date is reached.

Ratings

Bonds are loans to governments or corporations, paid and guaranteed only by them (so you can actually lose your money). As a result, bonds are rated for quality (the ability of the debtor to repay interest and principal). High quality bonds are rated between A- and AAA+. Bonds rated below BBB (down to DDD-) are considered junk. The higher the risk, the greater the interest should be.

Note: you always need the rating in order to interpret the return.

Volatility and fees

Bonds fluctuate in inverse relation to interest rates. So if interest rates go up, bond values typically go down. Why? Because if GICs are paying 6%, who wants your 5% bond? Likewise, if GIC rates fall to 3%, everyone is now willing to pay a premium for your 5% bond. But this change in value is mitigated if you hold your bond to maturity.

And owning a bond is like owning real estate, the commission is bore by the seller. So the minute you buy one, it’s instantly worth 1-2% less (and this will be reflected on your statement). But if you hold your bond to maturity, no sales commission will be paid. 

Summary

Bonds are a great addition to any investment family—you just have to understand them. Start with high-quality, short term bonds that can easily be held to maturity. This way you’ll avoid much of the inherent risk and always get what you bargained for.

Managing Salespeople

When it comes to doing business, it’s commonly known that not everyone can sell. What’s not common knowledge is how to manage those of us who can.

The formula most organizations use is as follows:

Market X Coverage X Salesperson Quality X Product Saleability = Revenue

Market – is the amount of money a region spends on a particular product, in a given time frame (usually a year). For example, hot tub sales in Edmonton, per year.

Coverage – is the percentage of prospects being presented with your company’s offerings before making their decision (i.e, number of deals you’re in on). This includes keeping up with potentials so you’ll receive consideration when they are in the market.

Quality – people buy from people they find competent and trustworthy. So in terms of selling, quality is measured by both a salesperson’s business and personal skills. Business skills are product knowledge, ability to demonstrate, and ability to strategize (e.g., customizing your pitch for a specific company). Personal skills include likeability, professionalism, natural sales ability, and integrity.

Saleability – how your product or service compares with the competitor’s.

So if the market is alive, and you have good coverage by quality salespeople along with a decent product, you’ll do fine. But if the sales numbers aren’t there, there’s usually a problem with some part of your equation.

Why salespeople get fired

It’s always for one of two reasons: not covering the market or poor quality.

Not covering the market can be due to laziness or being a slow worker. It can also be caused by the salesperson not being a good qualifier (i.e., spending too much time chasing poor prospects). In any event, if the market is not being properly covered, action must be taken.

Poor quality is measured by a low “win percentage.” How many deals do they win compared to the number they compete for? Remember, losing only strengthens your competitor’s confidence. So sometimes you’re better off not competing at all.

Why salespeople get laid off

It’s usually due to a decrease in market size. If management feels the potential to meet one’s quota isn’t realistic, then people must be shed. This can be due to a change in the general business climate or your company’s competitiveness.

Summary

Salespeople are a different sort of cat and every company needs them. Oftentimes they’re managed by people who haven’t a clue. If that sounds like you, now you know better.

Matrix Management

Everyone knows that good management is vitally important to any organization. Managers make a dramatic difference in worker and customer lives, and nothing gets done without leadership. But good managers are also difficult to find, so business is changing the role.

The job description of a typical manager involves the following:

  • Assist staff with performing their duties
  • Organize workload to keep everyone busy and customers satisfied
  • Think of better ways to do things
  • Develop and care for workers

The primary duty of any boss is to assist junior staff with their tasks. That’s why ol’ Bill became manager of the body shop—he knows how to fix cars best. And Bill might be good at prioritizing and scheduling work too, but he could be a light thinker with a miserable personality who turns off many a good soldier. And because managers like Bill are quite common (i.e., nobody does all the jobs well) business is breaking up the roles.

Develop

The first split is in administration. Companies are assigning everyone a secondary manager to handle employee development and all the administrative duties (like, salary and benefits). This new manager’s job is to develop employee potential and ensure good people don’t leave. And this duty typically involves owning a completely different skill set than what ol’ Bill has.

In larger companies, people are being pulled out of HR to actually manage. No longer is HR home to just handling mat leaves or the legal side of a termination. These folks are now managing the development of people (and these new positions are permanent—not drawn from a pool).

Sure, development managers still discuss employee evaluations with the assist manager, but they’re responsible for administering (not providing) employee training and helping everyone get better at the intangibles. Stuff that ol’ Bill has no idea of.

Assist, organize, and think

Manufacturing and auto body shops often designate a separate person to handle scheduling. And sometimes, senior tradespeople are assigned the task of assisting fellow workmates without being given the title of boss. So there already are alternative ways to address management’s role to assist and organize.

Thinking is different. Many businesses still bring in consultants when they should be using internal staff. Yes, consultants bring experience from various organizations but they never dig deep enough to fully understand your business and rarely do they stick around. So, in the long run, you’re better off having consultants teach existing staff how to think.

Conclusion

Good management is essential to any organization and, unfortunately, very few have it. Too much is being placed on first-level managers and they’re simply not super-people. As a result, cracks appear. Mostly in the area of employee development but also when it comes to thinking.

The message is clear, let ol’ Bill do what he’s good at and devise a system that addresses the rest. This new system involves having multiple managers to ensure staff get assistance, things are kept organized, better ways are constantly being thought of, and good people never leave.

It’s called matrix management.

Home Budgeting

Every household needs a budget and everyone should learn to live by one. But if you don’t, here are some samples to better understand the cost of living.

Most expenses can be broken into one of five categories: shelter, food, clothing, transportation, and luxuries. Shelter includes all utilities and insurance, food includes grocery store items plus eating out, and transportation includes all the costs of owning a car (if you have one).

Sara

Let’s start with Sara our hippie chick. Sara rents an apartment that includes utilities plus internet, uses only her cell phone, and takes public transit. Her expenses are as follows:

Item Monthly Annual
Rent $600 $7,200
Phone – Cell 50 600
Home Furnishings 50 600
Groceries 350 4,200
Food – Out 150 1,800
Clothing 50 600
Transit Pass 100 1,200
Dental & Drugs 50 600
Haircuts & Hair Care 50 600
Entertainment 100 1.200
Vacations 100 1,200
Gifts 40 480
Bank & Finance Charges 10 120
Savings 100 1,200
Totals $1,800 $21,600

 

In order to clear this amount, Sara needs to earn $24K / year. So she works an average of 35 hours per week for around $14.25 / hour.

Brian and Brenda

Now let’s look at a married couple who live in a house, have two kids, and a dog named Waldo.

Item Monthly Annual
Mortgage Interest $400 $4,800
Mortgage Principle 1,000 12,000
Property Taxes 250 3,000
Gas/Heat 100 1,200
Power 150 1,800
Water 200 2,400
Television 75 900
Internet 75 900
Phone – Home 25 300
Phone – Cell (2 phones) 150 1,800
Home Insurance 75 900
Home Maintenance 200 2,400
Home Furnishings 200 2,400
Groceries 800 8,400
Food – Out 600 7,200
Clothing 500 6,000
Auto Depreciation (2 cars) 500 6,000
Auto Fuel (2 cars) 350 4,200
Auto Maintenance (2 cars) 250 3,000
Auto Insurance (2 cars) 200 2,400
Life Insurance 100 1,200
Childcare 1,000 12,000
Haircuts & Hair Care 100 1,200
Gym Memberships 100 1,200
Entertainment 400 4,800
Vacations 400 4,800
Gifts 200 2,400
Pet (Waldo) 150 1,800
Bank & Interest Charges 50 600
Savings (RRSP) 300 3,600
Totals $9,000 $108,000

 

Collectively, Brian and Brenda earn $140K / year and pay all their taxes.

Summary

There are a number of points to make:

  • Cars cost lots of money.
  • Pets cost lots of money.
  • Sara budgets for dental and drugs because her company doesn’t have a benefit plan. Brian and Brenda both work for companies that do.
  • Sara is famous for using coupons, colours her own hair, and keeps in shape by walking or exercising at home. For gifts, she makes cookies or gives people her time (e.g., help clean house or paint a room) and makes awesome cards that are personal.
  • Smoking is another $150 / month (based on ½ pack per day). And if you drink a daily glass of wine, that’s another $1-200 / month (based on 4 glasses and $12-25 per bottle).
  • Employers need to understand their employee’s cost of living.
  • National inflation figures are off because they don’t take into account cultural shifts. For example, vacations and pets have become part of basic needs (and both cost loads of dough).
  • People in lower income positions often lack the ability to live on their earnings. That’s why so many have trouble with high interest rate purchases (e.g., don’t pay ’til May) and credit card debt.

Are you living within your means?

Intangibles

Business people are always valued for what they know or can do—direct skills. A good dentist or machinist is always regarded as such, but intangibles also determine one’s worth inside any organization.

Job descriptions and employee evaluations usually have a section for things that aren’t directly related to doing the job. Here’s a general example:

  • Productivity – How much work do you get done in a day? In mathematical terms: productivity = effort X efficiency. So, do you have a good work ethic and are you reasonably efficient?
  • Quality – Rank the quality of your work. Do you do 100% of the job the first time or just enough to get by?
  • Intelligence – Are you properly educated for the position and do you have the ability to learn? Do you use good common sense? Do you have the creative thinking ability to develop better ways of doing things?
  • Organization – Are you organized in your duties? Is your workspace neat and tidy?
  • Problem Solving – Do you have the resourcefulness to solve problems or do you usually just take them to others?
  • People Skills – Do you communicate well? Are you likable to customers and fellow staff? Do you have sensors to read people and adjust to different situations?
  • General Business – Do you generally get the concepts of business, that: products must be sold for more than they cost, money must be collected, customers must receive value, and quality is good for everyone?
  • Team Member – Do you work well with others or do you create drama? Are you mature? Do you perform administrative duties well (e.g., timesheets, expense statements)? Are you honest or do you cheat? Are you loyal to the organization or are you constantly reading the classifieds?
  • Management skills – Do you have the additional skills required to eventually become a manager. Are you a natural leader?

As you can see, many important skills fall under the category of intangibles. Sure, some of them are easy but there’s a lot more to being a good worker than just doing the job.