Updates from Amber Scott


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Meet Amber Scott, Founder of Next Level Operations

 

You know how most small businesses do really well in the beginning, maybe a few struggles here and there, but overall things go pretty well with a small team supporting your favorite customers. Especially in the government contracting industry if you're a small business set-aside company, an 8(a), Service Disabled Veteran Owned, or Woman-owned company!

Sure, there are struggles with pricing competitively and being able to hire the quality of staff you want for your culture to thrive, but you've managed this far by getting creative with staff engagement + quality benefits to include a better culture than most of the large companies out there.

Sure there are struggles with expanding business development, processes, templates, customer engagement plans, but you've managed this far with your network and a lil help from the local Small Business office/rep.

Sure maybe a few disappointments with getting those Award Notices for solicitations you thought "FOR SURE" were written just for you.
.
But things are shifting now as the customer requirements grow ... 

-  more infrastructure
- more business systems
- more audits
- more quality
- more security
- more CMMC + IT Cybersecurity requirements
- more program management with deliverable tracking and service level agreements are mandated
- more talent management and retention plans that show better benefits and Total Compensation Plan elements

of course the customer wants this all to be priced as a Firm Fixed
 ...
the questions + frustration start to pile up. 
As the Owners, Executives, Directors + Managers look around the room 
hoping someone else has experienced this and can guide the room to a solution -

There is a quiet realization that maybe this is the biggest the company gets and this is the new status quo. 

Or maybe there is a question about needing a Mentor thru SBA, but Sally brought up a really bad experience with a previous company and their mentor, so the room decides to table the topic til the next meeting.
Then someone asks, what's the goal for next year, or worse - the dreaded 3-5 year Strategic Plan question (the one every company asks in interviews, but not many can answer the question themselves). "Goals? We just support our staff and they take care of our customers, we are all family here!"  If you've heard this or said this, we need to chat.



Figuring out ... 
+ WHAT is needed to do to grow
+ HOW to grow
+ WHY if growing is even really worth it 
This is where I can help guide you through several areas:
 
+ gap analysis of current environment to what's needed next

+ decide if the SBA Mentor Protege Program is a good fit for your company 
*co-develop the perfect Mentor-Protege Arrangement for Success
**mentor selection criteria
**interviewing questions
**templates for Mentor Protege Agreements
**negotiate with the mentor so You aren't taken advantage of
**install accountability metrics and check-ins to actually meet the goals established thru the Mentor Protege with SBA

+ develop solutions to fill the gaps identified (with or without a Mentor thru SBA)

+ develop an exit strategy for the owners (whether it be in 2 years or 20 years) 

+ create a clear strategic, operational + tactical plan complete with proven framework and metrics to reach Your business goals


After spending the past 25 years in the Government Contracting industry helping several small businesses triple within 5 years; I believe it's time that more small businesses have access to this information and the resources needed to grow and reach their goals. 
Everyone needs a coach.

 It's time to invest in your business and see your results 3x.

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