Borrowers visit a paycheck lending store or a trusted online payday loan lender secure a small cash loan, with payment due in full at the borrower’s next paycheck (usually a two week term). In the United States, finance charges on paycheck loans are typically in the range of 15 to 30 percent of the amount for the two-week period. The borrower writes a postdated check to the lender in the full amount of the loan plus fees. On the maturity date, the borrower is expected to return to the store to repay the loan in person. If the borrower doesn’t repay the loan in person, the lender may process the check traditionally or through electronic withdrawal from the borrower’s checking account.

If the account is short on funds to cover the check, the borrower may now face a bounced check fee from their bank in addition to the costs of the loan, and the loan may incur additional fees and/or an increased interest rate as a result of the failure to pay.

Paycheck lenders require the borrower to bring one or more recent pay stubs to prove that they have a steady source of income. The borrower is also required to provide recent bank statements. Individual companies and franchises have their own underwriting criteria.

Online paycheck loans are marketed through e-mail, online search, paid ads, and referrals. Typically, a consumer fills out an online application form or faxes a completed application that requests personal information, bank account numbers, Social Security number and employer information. Borrowers fax copies of a check, a recent bank statement, and signed paperwork. The loan is direct-deposited into the consumer’s checking account and loan payment or the finance charge is electronically withdrawn on the borrower’s next paycheck.

She provided me with all the details of the tasks.  After my discussions with Marty and Jean, I began to understand that they really had more in common than they thought. So I invited them both back to a meeting. At the meeting I showed and explained to them the Partnership Continuum model and asked if they were interested in working through the model together. They both agreed. So I asked each of them to share their personal vision with the other. After they did so, I asked them to come up with a shared vision they could both agree on. Since they had so much in common, it was easy for them to do. The shared vision they agreed on was this: Each guest would have a clean room in which everything worked properly.

Maybe there’s some way we can work together to solve our issues.” Jean immediately responded by suggesting they meet one afternoon the following week to talk about how they each accomplish their tasks. The following week we met again and both Jean and Marty reviewed how they scheduled and accomplished their tasks. One of the first things Jean noticed was that there was no coordination between cleaning the rooms and maintenance work. She asked Marty what time he received his list of guest room maintenance jobs. “First thing in the morning, about 7:30,” he said. The job orders were collected by the chief operator and given to him. He then passed them out to the maintenance engineers. We were well on our way to identifying the needs.

I suggested that we meet individually to talk about the problem. I first met with Marty. I wanted to know several things about Marty’s operation. What was his vision of the maintenance organization in the hotel? He told me he wanted to make sure everything in each room operated properly and was in good repair. “But, you know, with eight hundred guest rooms, three dining rooms, fifteen meeting rooms, two kitchens, a laundry, and a suite of executive offices, it’s impossible not to have something broken.” I told him I could understand his point. When I asked about his relationship with Jean, he said that she was all right “personally” but was overly sensitive to criticism—and that her staff was not always competent and frequently did a poor job and then blamed it on Maintenance. Once I understood the relationship issues, I began to ask about the tasks. I asked how people got assigned jobs, the hours when people were scheduled, and other issues where I thought there might be conflicts. I got an understanding of how they measured their work and noted the performance issues that were important to them. Marty showed me a priority list of items that the maintenance people followed to help them get the job done.

Eric, the general manager of an eight-hundred-room convention hotel in Minneapolis (part of an international chain), asked me to help solve problems that two departments at the hotel were experiencing with one another. He wanted to know if the two departments couldn’t somehow start to work together and form a partnership to better serve the guests and each other. He invited me to a meeting along with the two heads of the departments, Marty and Jean. Marty was the supervisor of Maintenance and Jean headed Housekeeping.Marty had about forty house maintenance engineers on his staff, and they were responsible for all building maintenance. Their duties varied from changing lightbulbs to fixing the hotel’s heating and cooling systems. Jean managed a staff of about one hundred housekeepers, groomers, and laundry personnel. Marty and Jean were constantly at each other’s throats. More than once they’d had separate meetings with Eric, each complaining about the other. It seems that Housekeeping was constantly complaining about having to redo the room when Maintenance failed to clean up after themselves once they finished repairing something in the room.While this may sound like a minor dispute, it was the source of years of anger between the two departments and these two employees. To make matters worse, Marty and Jean did not like each other personally. Marty complained that Jean was overly sensitive and that her staff was lazy and whined constantly. Jean told me she thought Marty was a bigot and a bully.

One important priority is to identify significant risks within and outside the organisation and allow these to inform decisions. This makes it easier to avoid unnecessary surprises. Examples of significant risks might be the loss of a major customer, the failure of a principal supplier or the appearance of a significant competitor.

Risk surrounds us all the time. As Harold Macmillan, a former British prime minister, once said: “To be alive at all involves some risk.” Some of the most common areas of risk affecting business are summarised in Table 11.1. It is valuable when attempting to identify risks to define the categories into which they fall. This allows for a more structured analysis and reduces the chances of risks being overlooked.

To this list should be added another, intangible category: the opportunity cost associated with risk. In other words, avoiding a risk may mean avoiding a potentially huge opportunity. There is a tendency for people to be too cautious and risk averse, even though they are often at their best when facing the pressure of risk or deciding to take a more audacious approach. It is also worth considering that sometimes the greatest risk of all is to do nothing.

Interestingly, a 1999 study commissioned by PricewaterhouseCoopers concluded that whereas in continental Europe strategies are generally oriented towards avoiding and hedging risk, Anglo-American companies view risk as an opportunity, consciously accepting the responsibility of risk management as necessary to achieving their goals.

Successful decision-makers understand this. They take steps to ensure that the risks resulting from their decisions are measured, the likely consequences are clearly understood and the danger signals are identified. Avoidable risks are pinpointed and eliminated, and others are reduced. Such decision-makers also take a holistic view of risk, going beyond the direct financial perspective and actively managing risk as it affects the whole organisation.

Accepting that risks exist provides a starting point for other necessary actions. Foremost among these is the need to create the right climate for risk management. People should understand why control systems are needed. This requires communication and leadership so that standards and expectations are set and clearly understood.

Reducing business risks

Reducing the risk inherent in business decisions is rarely a linear process. Instead, it is best achieved by applying principles and techniques appropriate to the specific situation and risk. Several of these techniques are outlined below.

Understand the impact of cash flow

Issues of cash flow and the time value of money are often ignored by non-financial managers, to the detriment of the organisation. In the worst case, this may result in the business becoming insolvent.

Make financial expertise widely available Every manager in the business should understand the importance of financial management for profitability and success. People need to feel ownership of their part of the process of financial control, to have the information and expertise to make the best financial decisions and to consider all relevant decisions from a financial perspective.