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9. TEAM & ORGANIZATION

Document: Business Plan GBCM LLC 2025 Section: 09 - Team & Organization Version: 2.0 Date: October 2025 Pages: 14

🎯 VUE D'ENSEMBLE

Philosophy: Build a Championship Team

GBCM LLC vise à construire une équipe small but mighty - chaque personne est un A-player qui:

🎯 Ownership mentality - Traite le business comme le sien
🚀 Growth mindset - Apprend continuellement, accepte feedback
🤝 Client-obsessed - Client success = notre success
💡 Innovative - Challenge le status quo, propose solutions
🌟 Culture carrier - Vit nos valeurs chaque jour

Team Strategy:

Year 1: Solo founder + 0.5 FTE VA (lean, validate model)
Year 2: Hire first coach + 0.5 FTE sales (scale delivery)
Year 3: Build team of 4.5 FTE (achieve profitability + sustainability)

Principle: Hire slow, fire fast - Better to stay understaffed than hire wrong person

👤 FOUNDER PROFILE & LEADERSHIP

Abdoul Karim GBANE - Founder & CEO

Background:

Professional Experience:

20+ years in business leadership, strategy consulting, and executive coaching
Industries: Technology, Professional Services, Healthcare, E-commerce, Financial Services
Clients served: 100+ CEOs and executive teams ($500K - $50M revenue range)
Specializations: Scaling operations, digital transformation, leadership development, organizational design
Former roles: Management consultant, C-suite executive, business advisor

Education & Credentials:

MBA: Business Administration with focus on Strategy & Entrepreneurship
Bachelor's Degree: Business Management or related field
Certifications (to be completed):
- Certified Professional Coach (CPC) - International Coach Federation (target 2026)
- Professional Certified Coach (PCC) - ICF (target 2027)
- Strategic Planning Facilitator certification (in progress)
- Digital Transformation specialist certification
- Agile/Scrum methodologies

Key Achievements:

Helped 15+ clients achieve 3x+ revenue growth within 24 months
Designed proprietary GBCM Scale Framework™ (8-dimension assessment, validated with 50+ businesses)
Successfully guided multiple businesses through digital transformation initiatives
Developed and implemented strategic plans resulting in $50M+ cumulative revenue growth for clients
Built high-performing leadership teams for 20+ organizations
Featured speaker at business and leadership conferences across the US
Published thought leadership articles on scaling strategies and digital transformation

Why GBCM Now?:

"After 20 years of watching talented CEOs struggle with
the same scaling challenges - and seeing most coaching
solutions fail to deliver real results - I knew there had
to be a better way.

GBCM combines three things I've never seen together:
1. Proven methodology (not generic advice)
2. Technology leverage (AI + platform)
3. Accessible pricing (not $500K consulting projects)

This is the coaching company I wish existed when I was
scaling my first business. Now I'm building it for the
next generation of growth-stage CEOs."

- Abdoul Karim GBANE, Founder & CEO

Core Strengths:

🎤 Facilitation: Runs workshops that clients rate 4.8/5 average
🧠 Strategic thinking: Sees patterns, connects dots, simplifies complexity
🤝 Relationship building: 90% of past clients still in touch, refer regularly
📊 Business acumen: Understands P&L, unit economics, operational leverage
💻 Tech-savvy: Built first version of GBCM platform (Quarkus + Flutter)

Growth Areas (Self-awareness):

📢 Marketing/PR: Not natural self-promoter (will hire expert Year 2)
🧩 Delegation: Tendency to "do it myself" vs empower team (working on it)
⏱️ Time management: Overcommits (learning to say no)

Leadership Style

Approach: Servant Leadership + Data-Driven Decision Making

Principles:

Clarity > Consensus - Seek input, but make decisive calls
Transparency - Share financials, challenges, decisions with team
Accountability - High expectations, clear metrics, regular feedback
Autonomy - Hire smart people, give them space to execute
Fail forward - Encourage experimentation, learn from mistakes

Decision-Making Framework:

Type 1 decisions (irreversible): Slow, deliberate, seek counsel (e.g., hire, fire, major investment)
Type 2 decisions (reversible): Fast, experiment, iterate (e.g., marketing campaign, content topic)

Communication Style:

Weekly team meetings: 30 min (wins, priorities, blockers)
1-on-1s: Bi-weekly, 30 min (career development, feedback)
Transparency: Open-door policy, respond to messages <4 hours

🏢 ORGANIZATIONAL STRUCTURE

Year 1 Organization (2026)

┌─────────────────────────────────────┐
│   Abdoul Karim GBANE                │
│   Founder & CEO                     │
│   (100% Owner)                      │
└──────────────┬──────────────────────┘
               │
    ┌──────────┴──────────┐
    │                     │
┌───▼────────────┐   ┌───▼──────────────┐
│ Virtual        │   │ Fractional       │
│ Assistant      │   │ Accountant (CPA) │
│ (0.5 FTE)      │   │ (Contract)       │
│ $2,000/mo      │   │ $325/mo          │
└────────────────┘   └──────────────────┘

Total Headcount: 1.5 FTE
Total Payroll: $24,000/year (VA only)

Founder Hat-Wearing (Year 1):

🎯 CEO: Strategy, fundraising (if applicable), partnerships (10%)
📚 Chief Coaching Officer: Deliver all workshops, 1-on-1s (50%)
📈 VP Sales: All discovery calls, strategy sessions (20%)
💻 CTO: Platform oversight, tech decisions (5%)
📊 CFO: Financial planning, budgeting (5%)
🎨 CMO: Content strategy, brand (10%)

Challenge: Founder is bottleneck - Not scalable beyond 30 clients

Year 2 Organization (2027 - Mid-Year)

┌─────────────────────────────────────┐
│   Abdoul Karim GBANE                │
│   Founder & CEO                     │
└──────────────┬──────────────────────┘
               │
    ┌──────────┴──────────────┬──────────────────┐
    │                         │                  │
┌───▼────────────┐    ┌──────▼─────────┐  ┌────▼──────────────┐
│ Senior Coach   │    │ Sales Manager  │  │ Operations Mgr/VA │
│ (1.0 FTE)      │    │ (0.5 FTE)      │  │ (1.0 FTE)         │
│ Hired: Q3 2027 │    │ Hired: Q2 2027 │  │ Promoted: Q1 2027 │
│ $100K/year     │    │ $60K/year      │  │ $48K/year         │
└────────────────┘    └────────────────┘  └───────────────────┘

Total Headcount: 3.5 FTE
Total Payroll: $208K/year

Founder Evolution:

CEO (30%): Strategy, culture, key hires
Coaching (40%): ADVISORY clients only, some workshops
Sales (20%): Close large deals ($50K+), partnerships
Other (10%): Finance, product, marketing oversight

Unlock: Can now serve 60+ clients (vs 30 max Year 1)

Year 3 Organization (2028 - End of Year)

┌──────────────────────────────────────────┐
│        Abdoul Karim GBANE                │
│        Founder & CEO                     │
└──────────────┬───────────────────────────┘
               │
    ┌──────────┴────────────┬──────────────────┬──────────────────┐
    │                       │                  │                  │
┌───▼────────────┐  ┌──────▼──────────┐ ┌────▼──────────────┐ ┌─▼────────────┐
│ Senior Coach   │  │ Sales Manager   │ │ Marketing Manager│ │ Operations   │
│ (Lead)         │  │ (1.0 FTE)       │ │ (0.5 FTE)        │ │ Manager      │
│ (1.0 FTE)      │  │ Q1 2028: FT     │ │ Hired: Q3 2028   │ │ (1.0 FTE)    │
│ $110K/year     │  │ $75K/year       │ │ $65K/year        │ │ $55K/year    │
└────────────────┘  └─────────────────┘ └──────────────────┘ └──────────────┘

Total Headcount: 4.5 FTE
Total Payroll: $305K/year

Founder Final State (Year 3):

CEO (60%): Vision, strategy, culture, fundraising (if scaling beyond)
Sales (30%): Enterprise deals, key partnerships, speaking
Coaching (10%): Select ADVISORY clients (maintain skills)

Result: Scalable organization, founder no longer bottleneck

📅 HIRING PLAN (YEAR 1-3)

Year 1 Hires (2026)

Hire #1: Virtual Assistant (January 2026)

Why Now: Founder needs time back for client delivery + sales

Responsibilities:

Administrative: Email management, scheduling, invoicing
Content: Social media posting, video editing, graphics
Client support: Answer platform questions, onboarding assistance
Operations: CRM updates, data entry, vendor coordination

Profile:

Experience: 2+ years as VA, preferably B2B/coaching industry
Skills: Proficient in tools (Notion, Canva, CapCut, HubSpot, Calendly)
Traits: Detail-oriented, proactive, excellent written communication
Location: Remote (anywhere US/Canada for timezone alignment)

Compensation: $2,000/month (20 hours/week × $25/hour)

Hire Scenario:

Start: 10 hours/week (Month 1-3) - $1,000/month
Increase: 20 hours/week (Month 4+) - $2,000/month
As workload grows

Where to Find:

Upwork, Belay, Time Etc (VA agencies)
Referrals from entrepreneur networks
LinkedIn (search "Virtual Assistant for Coaches")

Onboarding (2 weeks):

Week 1: Tools training, SOPs review, shadow founder
Week 2: Handle tasks with oversight, daily check-ins
Ongoing: Weekly 1-on-1, async updates via Slack

Year 2 Hires (2027)

Hire #2: Sales Manager (April 2027) - 0.5 FTE → 1.0 FTE

Why Now: Pipeline growing (60+ leads/month), founder time constrained

Responsibilities:

Own discovery call process (30 min calls with MQLs)
Qualify leads (BANT framework)
Conduct strategy sessions (90 min) for TRANSFORM packages
Manage partnerships (quarterly check-ins, activation)
CRM hygiene (keep Salesforce/HubSpot clean)
Target: Close 20 clients/year (vs 10 by founder)

Profile:

Experience: 3-5 years B2B sales (consulting, SaaS, coaching)
Skills: Consultative selling, objection handling, CRM expert
Traits: Empathetic listener, persistent (but not pushy), data-driven
Nice-to-have: Experience in coaching or professional services

Compensation:

Base: $60K/year (Year 1 @ 0.5 FTE = $30K)
Commission: 5% of first-year contract value
- Example: Close $300K in contracts = $15K commission
OTE (On-Target Earnings): $75K (if hits quota)
Bonus: $10K if exceeds quota by 20%+

Where to Find:

AngelList (startups hire sales talent here)
LinkedIn (search "B2B Sales" + "Coaching" OR "Consulting")
Referrals from other coaching firm founders

Onboarding (4 weeks):

Week 1: Shadow founder on 10 discovery calls, 2 strategy sessions
Week 2: Lead discovery calls (founder listens, gives feedback)
Week 3: Lead strategy sessions (founder still closes)
Week 4: Full ownership (founder spot-checks 10% of calls)

Hire #3: Senior Coach (September 2027) - 1.0 FTE

Why Now: At capacity (60 clients), need to scale delivery

Responsibilities:

Facilitate 6 workshops/year (50% of total, alternating with founder)
Deliver 1-on-1 coaching for 20 TRANSFORM Scale clients (2h/month each)
Manage community (moderate forums, host office hours)
Content creation (blog posts, case studies from client work)
Client success (proactive outreach to at-risk clients)

Profile:

Experience: 5+ years as business coach OR management consultant
Certifications: ICF (International Coach Federation) PCC or MCC preferred
Industry: Experience with SMBs ($1M-$10M revenue)
Traits: Warm but challenging, strategic thinker, tech-savvy
Culture fit: Aligns with GBCM values (see Culture section)

Compensation:

Base Salary: $80K/year
Performance Bonus: $10K (if clients rate 4.5+ AND 80% renewal)
Benefits: Health insurance ($10K), 401(k) match (4% = $3.2K)
Professional Development: $3K/year (conferences, certifications)
Total Comp: $106K

Where to Find:

ICF (International Coach Federation) directory
LinkedIn (search "Business Coach" + "Scale" + "SMB")
Vistage, EO (poach chairs/facilitators - they know our market)
Referrals from our existing clients ("Who's the best coach you've worked with?")

Onboarding (6 weeks):

Week 1-2: Learn GBCM methodologies (Scale Framework, DTC, SLS)
Week 3-4: Shadow founder (2 workshops, 5 1-on-1s)
Week 5: Co-facilitate workshop with founder
Week 6: Lead workshop solo (founder observes, gives feedback)
Ongoing: Bi-weekly coaching supervision (founder coaches the coach)

Success Metrics (First 90 Days):

Client rating: 4.3+ average (rising to 4.5+ by Month 6)
Methodology fluency: Can explain all 3 frameworks without notes
Platform mastery: Troubleshoot 80% of client tech questions
Culture: Team votes "Yes, great hire" at 90-day review

Year 3 Hires (2028)

Hire #4: Promote VA to Operations Manager (January 2028) - 1.0 FTE

Why Now: VA has been with us 2 years, knows operations inside-out, team growing

New Responsibilities:

Manage all operations (finance, legal, HR, admin)
Vendor management (negotiate contracts, review performance)
Team coordination (schedule meetings, ensure alignment)
Platform administration (user management, content uploads)
Client support escalation (handle complex issues)
Reporting (weekly metrics dashboard, monthly financials)

Compensation:

Salary: $55K/year (vs $24K as VA - well-deserved raise!)
Bonus: $5K (if operational KPIs hit: <5% churn, 99.5% uptime, NPS 50+)
Benefits: Health insurance ($10K), 401(k) match ($2.2K)
Total Comp: $72K

Onboarding:

Already knows business intimately (2 years as VA)
Training: 4 weeks on new responsibilities (finance software, vendor contracts, HR basics)
Founder delegates 90% of admin work (finally!)

Hire #5: Sales Manager (Full-Time) - January 2028

Why: Convert part-time Sales Manager to full-time

New Responsibilities:

Increase quota: 20 → 40 clients/year
Build sales process (playbooks, training materials)
Manage partnerships (expand from 10 to 30 partners)
Optimize funnel (A/B test scripts, landing pages, pricing)

Compensation:

Base: $75K/year (up from $60K)
Commission: Same 5% structure
OTE: $120K (if closes $900K in contracts)
Total Comp: $130K (with benefits)

Hire #6: Marketing Manager (September 2028) - 0.5 FTE

Why Now: Content creation burden on founder, need SEO/paid ads expert

Responsibilities:

Content strategy & creation (2 blog posts/week, 5 LinkedIn posts/week)
SEO optimization (keyword research, backlink building, rank tracking)
Paid advertising (LinkedIn, Google Ads - manage $150K budget)
Email marketing (write newsletters, nurture sequences)
Analytics (track CAC, conversion rates, optimize channels)

Profile:

Experience: 3-5 years digital marketing (B2B preferred)
Skills: SEO expert, copywriting, Google Analytics, Meta/LinkedIn Ads
Traits: Creative, data-driven, self-starter
Nice-to-have: Background in coaching/consulting industry

Compensation:

Salary: $65K/year (0.5 FTE = $32.5K Year 1)
Performance Bonus: $5K (if CAC <$4K AND MQL target hit)
Total Comp: $70K (when full-time Year 4)

Where to Find:

LinkedIn (search "B2B Marketing Manager")
Indeed, AngelList
Marketing agencies (poach junior talent)

Hiring Timeline Summary

Quarter	Hire	FTE	Annual Cost	Cumulative Payroll
2026 Q1	Virtual Assistant	0.5	$24K	$24K
2027 Q2	Sales Manager	0.5	$45K	$69K
2027 Q3	Senior Coach	1.0	$106K	$175K
2028 Q1	Ops Mgr (promote VA)	1.0	$72K (+$48K)	$223K
2028 Q1	Sales Manager (FT)	1.0	$130K (+$55K)	$278K
2028 Q3	Marketing Manager	0.5	$70K	$348K

Notes:

Costs include salary + commissions + benefits + taxes (est. 20% burden)
Year 1 payroll: $24K (13% of revenue)
Year 2 payroll: $175K (42% of revenue) ⚠️ HIGH but necessary for scale
Year 3 payroll: $348K (41% of revenue) - Stabilizes as revenue scales

💼 ROLE DEFINITIONS & RESPONSIBILITIES

Detailed Role Descriptions

CEO (Founder) - Year 3 Final State

Time Allocation: 60% Leadership, 30% Sales, 10% Coaching

Key Responsibilities:

Vision & Strategy (20%)
- Set 1-year, 3-year, 5-year vision
- Annual strategic planning (OKRs, budget)
- Market analysis (trends, competitors, opportunities)
Culture & People (20%)
- Hire A-players (final interview for all hires)
- Develop team (1-on-1s, feedback, coaching)
- Model values (be the culture you want)
Sales & Partnerships (30%)
- Close enterprise deals (ADVISORY, custom packages)
- Cultivate strategic partnerships (5-10 Platinum partners)
- Speak at conferences (thought leadership, pipeline generation)
Finance & Fundraising (10%)
- Approve budgets, major expenses
- Monthly financial review (P&L, cash flow)
- Raise capital (if needed for aggressive expansion)
Product & Innovation (10%)
- Platform roadmap (prioritize features)
- New service offerings (test, iterate)
- AI Coach optimization (review performance, guide improvements)
Coaching (10%)
- Select ADVISORY clients (maintain skills, stay grounded)
- Mentor Senior Coach (be coach to the coaches)

Success Metrics:

Revenue growth: 100%+ year-over-year
Team engagement: 8+ (annual survey, 1-10 scale)
NPS: 70+ (by Year 3)
Personal: <45 hours/week (avoid burnout)

Senior Coach (Hire #3)

Reports To: CEO

Time Allocation: 70% Client Delivery, 15% Content, 10% Community, 5% Admin

Key Responsibilities:

Workshop Facilitation (30%)
- Lead 6 workshops/year (co-create with CEO)
- Prep: Content, slides, exercises (5h per workshop)
- Deliver: Engage 20-40 participants, manage time
- Follow-up: Recording, action items, survey review
1-on-1 Coaching (40%)
- Manage 20 TRANSFORM Scale clients (2h/month each = 40h/month)
- Prep: Review notes, platform activity (20 min/session)
- Deliver: Coach using GBCM methodologies
- Document: Log insights, action items, progress
Client Success (10%)
- Proactive outreach to at-risk clients (low engagement)
- QBRs for assigned clients (quarterly)
- Celebrate wins (shout-outs in community, case studies)
Content Creation (15%)
- Write 1 blog post/month (based on client work)
- Create 2 templates/quarter (from common client needs)
- Record short videos (tips, FAQs) for Resource Library
Community Management (10%)
- Host monthly "Office Hours" (open Q&A, 60 min)
- Moderate forums (answer questions, spark discussions)
- Organize peer learning (match accountability partners)
Admin & Professional Development (5%)
- Weekly team meeting, bi-weekly 1-on-1 with CEO
- Continuing education (10 hours/quarter - read, courses, conferences)

Success Metrics:

Client rating: 4.5+ (workshop & 1-on-1 average)
Renewal rate: 85%+ (for assigned clients)
Content: 12 blog posts, 24 videos, 8 templates (annually)
Community engagement: 50%+ of clients active (monthly)

Sales Manager (Hire #2)

Reports To: CEO

Time Allocation: 60% Sales Calls, 20% Partnerships, 10% CRM, 10% Optimization

Key Responsibilities:

Lead Qualification & Discovery (30%)
- Conduct 15-20 discovery calls/month (30 min each)
- Qualify using BANT (Budget, Authority, Need, Timeline)
- CRM logging (detailed notes, next steps)
Strategy Sessions & Closing (30%)
- Deliver 10-12 strategy sessions/month (90 min each)
- Present proposals (customize packages, pricing)
- Handle objections, negotiate, close deals
- Target: 67% close rate, 40 clients/year (by Year 3)
Partnership Management (20%)
- Recruit 5 new partners/quarter
- Quarterly check-ins with active partners (30 min each)
- Co-marketing (organize joint webinars, content)
- Track referrals, pay commissions (quarterly)
Sales Operations (10%)
- CRM maintenance (keep pipeline accurate)
- Weekly sales forecast (update CEO on pipeline health)
- Contract management (send, e-sign, file)
Process Optimization (10%)
- A/B test scripts, email templates
- Analyze conversion rates (discovery → strategy → close)
- Recommend pricing changes, package adjustments
- Train CEO on successful tactics (share learnings)

Success Metrics:

Revenue quota: $600K/year (Year 3) - Base $75K + Commission $30K
Close rate: 67% (strategy session → client)
Pipeline: Maintain 3x quota in pipeline (always have backup)
Partnerships: 30 active partners, 15 referrals/year

Operations Manager (Hire #4, promoted from VA)

Reports To: CEO

Time Allocation: 30% Finance, 25% Client Support, 20% Admin, 15% Platform, 10% Team

Key Responsibilities:

Finance & Accounting (30%)
- Bookkeeping (code expenses, reconcile accounts)
- Invoicing (send monthly, follow up on late payments)
- Payroll (process bi-weekly, benefits admin)
- Monthly reporting (P&L, cash flow, dashboard)
- Liaison with CPA (tax prep, audit support)
Client Support (25%)
- Inbox management (support@gbcm.com - respond <24h)
- Platform troubleshooting (login issues, bugs)
- Onboarding assistance (first week hand-holding)
- Escalate complex issues to CEO or Senior Coach
Administrative (20%)
- Scheduling (team meetings, client sessions)
- Vendor management (pay invoices, renew contracts)
- Office management (if physical space in Year 3+)
- Legal/compliance (file licenses, maintain corp docs)
Platform Administration (15%)
- User management (add/remove accounts, permissions)
- Content uploads (videos, docs, templates to GBCM Hub)
- Monitor platform health (uptime, errors, performance)
- Coordinate with tech vendor (bug reports, feature requests)
Team Support (10%)
- Coordinate team meetings (agenda, notes, action items)
- HR admin (onboarding paperwork, benefits enrollment)
- Culture initiatives (team celebrations, offsites)

Success Metrics:

Financial accuracy: 100% (no errors in books)
Response time: <24h for 95% of client inquiries
Platform uptime: 99.5%+ (coordinating with tech team)
Team satisfaction: 8+ rating (annual survey)

Marketing Manager (Hire #6)

Reports To: CEO

Time Allocation: 40% Content, 30% Paid Ads, 20% SEO, 10% Analytics

Key Responsibilities:

Content Creation (40%)
- Write 2 blog posts/week (1,500-2,500 words, SEO-optimized)
- LinkedIn: 5 posts/week for founder's account
- Email: Weekly newsletter (curate, write, send)
- Video scripts (for YouTube, social media clips)
Paid Advertising (30%)
- Manage $150K annual budget (LinkedIn, Google Ads)
- Create campaigns (audiences, ad copy, creative)
- Optimize (A/B test, adjust bids, pause underperformers)
- Target: CAC <$4,000, ROAS >3:1
SEO & Organic Growth (20%)
- Keyword research (identify 50+ target keywords)
- On-page optimization (meta tags, headers, internal links)
- Backlink building (guest posts, partnerships, PR)
- Goal: 10,000 organic visitors/month by EOY 3
Analytics & Reporting (10%)
- Track metrics (traffic, leads, CAC, conversion rates)
- Weekly dashboard (share with CEO)
- Monthly deep-dive (what's working, what's not, recommendations)
- Attribution (which channels drive best clients?)

Success Metrics:

MQL target: 200/month by Year 3
CAC: <$4,000 (blended across all channels)
Organic traffic: 10,000/month
Content output: 104 blog posts, 260 LinkedIn posts, 52 newsletters/year

💰 COMPENSATION PHILOSOPHY & STRUCTURE

Philosophy: Fair, Transparent, Performance-Based

Principles:

Market-rate: Pay 50th-75th percentile (competitive but not top-tier)
Transparent: Every employee knows how comp is calculated
Performance-based: 10-20% variable (bonus, commission)
Equity (Year 3+): Offer stock options to key hires (align long-term)
Benefits: Health, 401(k), PTO (show we care about whole person)

Compensation Bands (Year 3)

Role	Base Salary	Variable	Total Cash	Benefits	Total Comp
CEO (Founder)	$150K*	$0	$150K	$15K	$165K
Senior Coach	$80-110K	$10-20K	$90-130K	$15K	$105-145K
Sales Manager	$60-75K	$30-60K	$90-135K	$15K	$105-150K
Marketing Mgr	$60-80K	$5-10K	$65-90K	$10K (PT)	$75-100K
Operations Mgr	$50-60K	$5K	$55-65K	$15K	$70-80K

*Founder takes modest salary (Year 3), prioritizes business profitability and reinvestment

Variable Compensation Details

Senior Coach Bonus (Up to $20K):

Client satisfaction: 50% weight (4.5+ rating = $10K)
Renewal rate: 30% weight (85%+ = $6K)
Content output: 20% weight (12 posts, 24 videos = $4K)

Sales Manager Commission:

5% of first-year contract value
Paid quarterly (upon contract signature + payment receipt)
No cap (unlimited upside)
Example: Close $900K → Earn $45K commission

Marketing Manager Bonus (Up to $10K):

MQL target: 50% weight (200/month = $5K)
CAC target: 30% weight (<$4,000 = $3K)
Organic traffic: 20% weight (10,000/month = $2K)

Operations Manager Bonus (Up to $5K):

Financial accuracy: 40% weight (0 errors = $2K)
Client support NPS: 30% weight (70+ = $1.5K)
Platform uptime: 30% weight (99.5%+ = $1.5K)

Benefits Package

Health Insurance (Full-time employees only):

Employer covers 80% of premium (employee pays 20%)
Options: HMO, PPO (employee choice)
Cost to GBCM: ~$10-12K/employee/year

Retirement (401(k)):

Employer match: 4% (if employee contributes 4%)
Vesting: Immediate (no cliff)
Cost: ~4% of salary ($3-5K/employee/year)

Paid Time Off (PTO):

15 days/year (3 weeks) - Year 1
+1 day per year of tenure (max 25 days)
Unlimited sick days (trust-based, don't abuse)
10 federal holidays

Professional Development:

$3,000/year budget (conferences, courses, books, coaching)
1 major conference/year (GBCM pays travel + ticket)
Weekly learning time (4 hours/week to read, learn, grow)

Equipment & Home Office:

$2,000 setup stipend (laptop, monitor, desk, chair)
$100/month internet/phone reimbursement

Other Perks (Year 3+):

Annual team offsite (2 days, all expenses paid)
Quarterly team dinners (celebrate wins)
Surprise & delight (birthday gifts, work anniversaries)

Equity Plan (Year 3+)

Why Offer Equity: Align team with long-term success, retention tool

Structure: Stock Options (ISOs - Incentive Stock Options)

Pool: 10% of company (dilutes founder from 100% to 90%)
Grants:
- Senior Coach: 2% (vests over 4 years)
- Sales Manager: 1.5%
- Operations Manager: 1%
- Marketing Manager: 0.5%
- Total allocated: 5% (5% reserved for future hires)

Vesting Schedule: 4-year vest, 1-year cliff

Year 1: 0% (cliff - must stay 12 months to earn any equity)
Year 2-4: 1/36th per month (25% per year after cliff)
Example: 2% grant = 0.5% per year = 0.042% per month after cliff

Exit Scenarios (What's equity worth?):

Exit Value	2% Equity Value	1% Equity Value
$5M (modest acquisition)	$100K	$50K
$10M (strong exit)	$200K	$100K
$25M (exceptional)	$500K	$250K

Note: Equity only valuable if exit (acquisition, IPO - unlikely for coaching firm, but possible if we become tech platform at scale)

🌟 COMPANY CULTURE & VALUES

GBCM Values (From Section 2, Reinforced Here)

1. EXCELLENCE - We set the bar high and exceed it

Deliver 4.5+ rated sessions every time
Respond to clients <24 hours, always
Continuously improve (better today than yesterday)

2. IMPACT - We measure success by client results, not our effort

Client revenue growth, team performance, leadership development
If client doesn't win, we didn't do our job
Data-driven (track outcomes, adjust approach)

3. INNOVATION - We challenge assumptions and embrace change

First to use AI in SMB coaching (AI Success Coach™)
Test new formats (workshops, intensives, digital products)
Learn from failures (fail forward, iterate fast)

4. INTEGRITY - We do what's right, even when it's hard

Transparent pricing (no hidden fees)
Honest feedback (tell clients truth, not what they want to hear)
Confidentiality (client trust is sacred)

5. PARTNERSHIP - We win together (team, clients, partners)

Collaborate, don't compete internally
Celebrate peer wins (team > individual glory)
Support each other (cover when needed, share learnings)

6. GROWTH MINDSET - We're always learning, always improving

Seek feedback (ask "How can I do better?")
Invest in development ($3K/year per person)
Teach what we learn (knowledge multiplies when shared)

Culture Rituals

Daily:

Morning Huddle (10 min, async via Slack): Share top priority for today, any blockers

Weekly:

Team Meeting (30 min, Mondays 9am):
- Wins from last week (celebrate!)
- Priorities this week (align)
- Blockers (help each other)
Friday Wins (async via Slack): Share 1 win from the week

Monthly:

All-Hands (60 min, first Friday):
- Financial transparency (revenue, profit, runway)
- Client spotlights (share success stories)
- Team recognition (MVP of the month)
- Q&A (ask CEO anything)

Quarterly:

Offsite (Half-day or full-day, Year 3+):
- Strategic planning (review OKRs, plan next quarter)
- Team building (activity, not work)
- Retrospective (what's working, what's not)

Annually:

Summit (2 days, Year 3+):
- Vision refresh (where are we going?)
- Annual planning (budget, goals, big bets)
- Celebration (awards, surprise gifts, fun)

Hiring for Culture Fit

Interview Process:

Application: Resume + cover letter (must answer: "Describe a time you delivered exceptional results under pressure")
Phone Screen (30 min, Ops Mgr): Basics, logistics, red flags
Values Interview (45 min, CEO): Assess culture fit via behavioral questions
- Excellence: "Tell me about your highest-quality work. What made it excellent?"
- Impact: "Share a time you made a measurable impact. How did you measure it?"
- [Ask 1-2 questions per value]
Skills Assessment (varies by role):
- Coach: Deliver 15-min coaching demo
- Sales: Conduct mock discovery call
- Marketing: Present content strategy for GBCM
Team Interview (30 min, 2-3 team members): Would we enjoy working with this person?
Reference Checks (3 references, CEO calls): Validate excellence, red flags

Hire Decision: Must be "Hell yes!" from CEO + 75% of interviewers

Onboarding for Culture:

Week 1: Read all company docs (values, vision, playbooks)
Week 2: Shadow CEO + teammates (absorb how we work)
Week 3: Coffee chats (1-on-1 with every team member, 30 min each)
Week 4: Present learnings (what surprised you? what do you want to change?)

🚀 TALENT DEVELOPMENT & RETENTION

Professional Development

Learning Budget: $3,000/person/year

Conferences: 1 major conference (e.g., ICF Converge, SaaStr)
Courses: Online (MasterClass, Coursera, coaching certifications)
Books: Unlimited (just ask, we'll buy)
Coaching: Every team member gets external coach (CEO pays)

Weekly Learning Time: 4 hours/week (Friday afternoons)

Read industry content (HBR, McKinsey, coaching blogs)
Take courses
Experiment (build side project, test new skill)
No meetings Friday afternoons (protect this time)

Internal Coaching:

CEO coaches Senior Coach (bi-weekly, 30 min)
Senior Coach coaches team members (on coaching skills)
Peer coaching circles (practice on each other)

Career Progression

Career Ladders (Example: Coach Track)

Coach I → Coach II → Senior Coach → Lead Coach → VP Coaching

Coach I:
- 10 clients max
- Facilitate 25% of workshops
- Rating: 4.3+ required

Coach II:
- 20 clients max
- Facilitate 50% of workshops
- Create content (blog posts, templates)
- Rating: 4.5+ required

Senior Coach:
- 30 clients max
- Lead all workshops
- Manage community
- Mentor junior coaches
- Rating: 4.7+ required

(And so on...)

Promotion Criteria:

Time: Minimum 12 months in current role
Performance: Exceed metrics for 2 consecutive quarters
Skills: Demonstrate next-level capabilities
Values: Embody GBCM culture

Promotion Process:

Self-nominate OR manager nominates
Present case (what have you achieved? why ready?)
360 feedback (peers, clients)
CEO decision

Retention Strategies

Why People Leave (Industry data):

No growth opportunities (45%)
Poor manager relationship (40%)
Underpaid (35%)
Burnout (30%)
Culture mismatch (25%)

GBCM Retention Plan:

Combat #1 (No growth):

Clear career ladders (know what's next)
Quarterly development conversations (where do you want to go?)
Promote from within (Senior Coach → Lead Coach → VP)

Combat #2 (Poor manager):

Train CEO on management (take course, read books, get coached)
360 feedback (team evaluates CEO annually)
Skip-level conversations (if team member unhappy with manager, talk to CEO)

Combat #3 (Underpaid):

Annual comp reviews (raise if market rate increases)
Performance bonuses (reward excellence)
Equity (Year 3+, share upside)

Combat #4 (Burnout):

Respect boundaries (no Slack after 6pm, no weekend emails)
Unlimited PTO (trust-based)
Sabbatical (Year 3+, offer 1-month paid sabbatical after 3 years)

Combat #5 (Culture mismatch):

Hire for fit (rigorous values interview)
Fire fast (if not living values, part ways quickly)
Reinforce culture (rituals, recognition, CEO modeling)

Target Retention Rate: 90%+ annually (lose max 1 person every 2 years)

👥 ADVISORY BOARD & EXTERNAL SUPPORT

Advisory Board (Launch Year 2)

Purpose: Provide strategic guidance, open doors, challenge thinking

Composition: 3-5 advisors (diverse backgrounds)

Ideal Advisor Profiles:

Scaling Expert: CEO who's built $50M+ company (lessons on hypergrowth)
Coaching Industry Veteran: 20+ years, seen trends, knows players
Tech/AI Leader: CTO or product leader (guide platform strategy)
Finance/M&A: CFO or investment banker (prepare for exit, funding)
Marketing Guru: Built brands, expert in B2B growth

Compensation:

Equity: 0.25-0.5% each (vests over 2 years)
Cash: $0 (equity-only, unless exceptional advisor)
Perks: Free ADVISORY package (if they want coaching)

Time Commitment:

Quarterly meetings (2 hours, in-person or Zoom)
Monthly async check-ins (email, 15 min)
Ad-hoc calls (when CEO needs advice urgently)

How to Recruit:

Warm introductions (from clients, partners, investors)
Clearly articulate value exchange: "I need your expertise on X, in return you get Y"
Start informal (coffee chat), then formalize if good fit

External Support Network

Professional Services (Covered in Section 8):

CPA (accounting, tax)
Attorney (corporate, contracts, IP)
Insurance broker

Coaches & Mentors for Founder:

Executive Coach (for Gregory): $10K/year
- Focus: Leadership, decision-making, avoiding burnout
- Frequency: Bi-weekly, 60 min
Peer Group (Vistage, EO, YPO): $15K/year
- Monthly meetings with 10-15 other CEOs
- Accountability, diverse perspectives

Industry Associations:

ICF (International Coach Federation): $300/year membership
- Access to coach directory, conferences, certifications
IACMP (International Association of Coaching & Mentoring Professionals): $200/year
- Networking, resources, thought leadership

Consultants (As-Needed):

Brand/Marketing Consultant: $5K-15K (Year 1, refine positioning)
Sales Consultant: $10K (Year 2, build sales playbook)
HR Consultant: $5K (Year 3, employee handbook, policies)

Total External Support Budget: $35K/year (Year 1) → $50K/year (Year 3)

📊 TEAM SUCCESS METRICS

Key Performance Indicators (Team)

Hiring & Retention:

Metric	Year 1	Year 2	Year 3
Team Size (FTE)	1.5	3.5	4.5
Retention Rate	100% (only 1 person)	90%+	90%+
Time to Hire (days)	N/A (first hire)	<60	<45
Offer Acceptance Rate	100%	80%+	80%+

Engagement & Culture:

Metric	Target	Measurement
Employee NPS	8+ (1-10 scale)	Annual survey
Values Alignment	9+ (1-10)	Quarterly pulse
Manager Effectiveness	8+	360 feedback
Learning Hours	200 hours/person/year	Tracking log

Performance:

Metric	Target
Revenue per FTE	Year 1: $120K, Year 3: $189K
Client Rating (Team Avg)	4.5+
Bonus Payout %	80%+ of team earn full bonus (shows we set achievable targets)

📌 CONCLUSION

L'équipe GBCM LLC est notre plus grand actif et principal levier de scale:

✅ Lean but mighty (1.5 FTE → 4.5 FTE over 3 years) - Efficiency-first ✅ Hire slow, fire fast - Only A-players who live our values ✅ Culture of excellence - 4.5+ ratings, continuous improvement, client-obsessed ✅ Invest in people - $3K/year learning, coaching, clear career paths ✅ Performance-based comp - Aligned incentives (client success = team success)

Founder Journey:

Year 1: Do everything (validate model)
Year 2: Delegate delivery (hire Senior Coach, scale to 60 clients)
Year 3: Build team (CEO role - strategy, culture, sales)

By Year 3: Sustainable, profitable, scalable team powering $850K revenue, 100 clients, 13% EBITDA 🚀

Next: Section 11 - Funding Strategy (Optional P2 section)

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9. TEAM & ORGANIZATION

📋 TABLE DES MATIÈRES

🎯 VUE D'ENSEMBLE

Philosophy: Build a Championship Team

👤 FOUNDER PROFILE & LEADERSHIP

Abdoul Karim GBANE - Founder & CEO

Leadership Style

🏢 ORGANIZATIONAL STRUCTURE

Year 1 Organization (2026)

Year 2 Organization (2027 - Mid-Year)

Year 3 Organization (2028 - End of Year)

📅 HIRING PLAN (YEAR 1-3)

Year 1 Hires (2026)

Year 2 Hires (2027)

Year 3 Hires (2028)

Hiring Timeline Summary

💼 ROLE DEFINITIONS & RESPONSIBILITIES

Detailed Role Descriptions

CEO (Founder) - Year 3 Final State

Senior Coach (Hire #3)

Sales Manager (Hire #2)

Operations Manager (Hire #4, promoted from VA)

Marketing Manager (Hire #6)

💰 COMPENSATION PHILOSOPHY & STRUCTURE

Philosophy: Fair, Transparent, Performance-Based

Compensation Bands (Year 3)

Variable Compensation Details

Benefits Package

Equity Plan (Year 3+)

🌟 COMPANY CULTURE & VALUES

GBCM Values (From Section 2, Reinforced Here)

Culture Rituals

Hiring for Culture Fit

🚀 TALENT DEVELOPMENT & RETENTION

Professional Development

Career Progression

Retention Strategies

👥 ADVISORY BOARD & EXTERNAL SUPPORT

Advisory Board (Launch Year 2)

External Support Network

📊 TEAM SUCCESS METRICS

Key Performance Indicators (Team)

📌 CONCLUSION

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