- •In praise of the fourth edition
- •CONTENTS
- •FOREWORD
- •The concept of consulting
- •Purpose of the book
- •Terminology
- •Plan of the book
- •ABBREVIATIONS AND ACRONYMS
- •1.1 What is consulting?
- •Box 1.1 On giving and receiving advice
- •1.2 Why are consultants used? Five generic purposes
- •Figure 1.1 Generic consulting purposes
- •Box 1.2 Define the purpose, not the problem
- •1.3 How are consultants used? Ten principal ways
- •Box 1.3 Should consultants justify management decisions?
- •1.4 The consulting process
- •Figure 1.2 Phases of the consulting process
- •1.5 Evolving concepts and scope of management consulting
- •2 THE CONSULTING INDUSTRY
- •2.1 A historical perspective
- •2.2 The current consulting scene
- •2.3 Range of services provided
- •2.4 Generalist and specialist services
- •2.5 Main types of consulting organization
- •2.6 Internal consultants
- •2.7 Management consulting and other professions
- •Figure 2.1 Professional service infrastructure
- •2.8 Management consulting, training and research
- •Box 2.1 Factors differentiating research and consulting
- •3.1 Defining expectations and roles
- •Box 3.1 What it feels like to be a buyer
- •3.2 The client and the consultant systems
- •Box 3.2 Various categories of clients within a client system
- •Box 3.3 Attributes of trusted advisers
- •3.4 Behavioural roles of the consultant
- •Box 3.4 Why process consultation must be a part of every consultation
- •3.5 Further refinement of the role concept
- •3.6 Methods of influencing the client system
- •3.7 Counselling and coaching as tools of consulting
- •Box 3.5 The ICF on coaching and consulting
- •4 CONSULTING AND CHANGE
- •4.1 Understanding the nature of change
- •Figure 4.1 Time span and level of difficulty involved for various levels of change
- •Box 4.1 Which change comes first?
- •Box 4.2 Reasons for resistance to change
- •4.2 How organizations approach change
- •Box 4.3 What is addressed in planning change?
- •Box 4.4 Ten overlapping management styles, from no participation to complete participation
- •4.3 Gaining support for change
- •4.4 Managing conflict
- •Box 4.5 How to manage conflict
- •4.5 Structural arrangements and interventions for assisting change
- •5 CONSULTING AND CULTURE
- •5.1 Understanding and respecting culture
- •Box 5.1 What do we mean by culture?
- •5.2 Levels of culture
- •Box 5.2 Cultural factors affecting management
- •Box 5.3 Japanese culture and management consulting
- •Box 5.4 Cultural values and norms in organizations
- •5.3 Facing culture in consulting assignments
- •Box 5.5 Characteristics of “high-tech” company cultures
- •6.1 Is management consulting a profession?
- •6.2 The professional approach
- •Box 6.1 The power of the professional adviser
- •Box 6.2 Is there conflict of interest? Test your value system.
- •Box 6.3 On audit and consulting
- •6.3 Professional associations and codes of conduct
- •6.4 Certification and licensing
- •Box 6.4 International model for consultant certification (CMC)
- •6.5 Legal liability and professional responsibility
- •7 ENTRY
- •7.1 Initial contacts
- •Box 7.1 What a buyer looks for
- •7.2 Preliminary problem diagnosis
- •Figure 7.1 The consultant’s approach to a management survey
- •Box 7.2 Information materials for preliminary surveys
- •7.3 Terms of reference
- •Box 7.3 Terms of reference – checklist
- •7.4 Assignment strategy and plan
- •Box 7.4 Concepts and terms used in international technical cooperation projects
- •7.5 Proposal to the client
- •7.6 The consulting contract
- •Box 7.5 Confidential information on the client organization
- •Box 7.6 What to cover in a contract – checklist
- •8 DIAGNOSIS
- •8.1 Conceptual framework of diagnosis
- •8.2 Diagnosing purposes and problems
- •Box 8.1 The focus purpose – an example
- •Box 8.2 Issues in problem identification
- •8.3 Defining necessary facts
- •8.4 Sources and ways of obtaining facts
- •Box 8.3 Principles of effective interviewing
- •8.5 Data analysis
- •Box 8.4 Cultural factors in data-gathering – some examples
- •Box 8.5 Difficulties and pitfalls of causal analysis
- •Figure 8.1 Force-field analysis
- •Figure 8.2 Various bases for comparison
- •8.6 Feedback to the client
- •9 ACTION PLANNING
- •9.1 Searching for possible solutions
- •Box 9.1 Checklist of preliminary considerations
- •Box 9.2 Variables for developing new forms of transport
- •9.2 Developing and evaluating alternatives
- •Box 9.3 Searching for an ideal solution – three checklists
- •9.3 Presenting action proposals to the client
- •10 IMPLEMENTATION
- •10.1 The consultant’s role in implementation
- •10.2 Planning and monitoring implementation
- •10.3 Training and developing client staff
- •10.4 Some tactical guidelines for introducing changes in work methods
- •Figure 10.1 Comparison of the effects on eventual performance when using individualized versus conformed initial approaches
- •Figure 10.2 Comparison of spaced practice with a continuous or massed practice approach in terms of performance
- •Figure 10.3 Generalized illustration of the high points in attention level of a captive audience
- •10.5 Maintenance and control of the new practice
- •11.1 Time for withdrawal
- •11.2 Evaluation
- •11.3 Follow-up
- •11.4 Final reporting
- •12.1 Nature and scope of consulting in corporate strategy and general management
- •12.2 Corporate strategy
- •12.3 Processes, systems and structures
- •12.4 Corporate culture and management style
- •12.5 Corporate governance
- •13.1 The developing role of information technology
- •13.2 Scope and special features of IT consulting
- •13.3 An overall model of information systems consulting
- •Figure 13.1 A model of IT consulting
- •Figure 13.2 An IT systems portfolio
- •13.4 Quality of information systems
- •13.5 The providers of IT consulting services
- •Box 13.1 Choosing an IT consultant
- •13.6 Managing an IT consulting project
- •13.7 IT consulting to small businesses
- •13.8 Future perspectives
- •14.1 Creating value
- •14.2 The basic tools
- •14.3 Working capital and liquidity management
- •14.4 Capital structure and the financial markets
- •14.5 Mergers and acquisitions
- •14.6 Finance and operations: capital investment analysis
- •14.7 Accounting systems and budgetary control
- •14.8 Financial management under inflation
- •15.1 The marketing strategy level
- •15.2 Marketing operations
- •15.3 Consulting in commercial enterprises
- •15.4 International marketing
- •15.5 Physical distribution
- •15.6 Public relations
- •16 CONSULTING IN E-BUSINESS
- •16.1 The scope of e-business consulting
- •Figure 16.1 Classification of the connected relationship
- •Box 16.1 British Telecom entering new markets
- •Box 16.2 Pricing models
- •Box 16.3 EasyRentaCar.com breaks the industry rules
- •Box 16.4 The ThomasCook.com story
- •16.4 Dot.com organizations
- •16.5 Internet research
- •17.1 Developing an operations strategy
- •Box 17.1 Performance criteria of operations
- •Box 17.2 Major types of manufacturing choice
- •17.2 The product perspective
- •Box 17.3 Central themes in ineffective and effective development projects
- •17.3 The process perspective
- •17.4 The human aspects of operations
- •18.1 The changing nature of the personnel function
- •18.2 Policies, practices and the human resource audit
- •Box 18.1 The human resource audit (data for the past 12 months)
- •18.3 Human resource planning
- •18.4 Recruitment and selection
- •18.5 Motivation and remuneration
- •18.6 Human resource development
- •18.7 Labour–management relations
- •18.8 New areas and issues
- •Box 18.2 Current issues in Japanese human resource management
- •Box 18.3 Current issues in European HR management
- •19.1 Managing in the knowledge economy
- •Figure 19.1 Knowledge: a key resource of the post-industrial area
- •19.2 Knowledge-based value creation
- •Figure 19.2 The competence ladder
- •Figure 19.3 Four modes of knowledge transformation
- •Figure 19.4 Components of intellectual capital
- •Figure 19.5 What is your strategy to manage knowledge?
- •19.3 Developing a knowledge organization
- •Figure 19.6 Implementation paths for knowledge management
- •Box 19.1 The Siemens Business Services knowledge management framework
- •20.1 Shifts in productivity concepts, factors and conditions
- •Figure 20.1 An integrated model of productivity factors
- •Figure 20.2 A results-oriented human resource development cycle
- •20.2 Productivity and performance measurement
- •Figure 20.3 The contribution of productivity to profits
- •20.3 Approaches and strategies to improve productivity
- •Figure 20.4 Kaizen building-blocks
- •Box 20.1 Green productivity practices
- •Figure 20.5 Nokia’s corporate fitness rating
- •Box 20.2 Benchmarking process
- •20.4 Designing and implementing productivity and performance improvement programmes
- •Figure 20.6 The performance improvement planning process
- •Figure 20.7 The “royal road” of productivity improvement
- •20.5 Tools and techniques for productivity improvement
- •Box 20.3 Some simple productivity tools
- •Box 20.4 Multipurpose productivity techniques
- •Box 20.5 Tools used by most successful companies
- •21.1 Understanding TQM
- •21.2 Cost of quality – quality is free
- •Figure 21.1 Typical quality cost reduction
- •Box 21.1 Cost items of non-conformance associated with internal and external failures
- •Box 21.2 The cost items of conformance
- •21.3 Principles and building-blocks of TQM
- •Figure 21.2 TQM business structures
- •21.4 Implementing TQM
- •Box 21.3 The road to TQM
- •Figure 21.3 TQM process blocks
- •21.5 Principal TQM tools
- •Box 21.4 Tools for simple tasks in quality improvement
- •Figure 21.4 Quality tools according to quality improvement steps
- •Box 21.5 Powerful tools for company-wide TQM
- •21.6 ISO 9000 as a vehicle to TQM
- •21.7 Pitfalls and problems of TQM
- •21.8 Impact on management
- •21.9 Consulting competencies for TQM
- •22.1 What is organizational transformation?
- •22.2 Preparing for transformation
- •Figure 22.1 The change-resistant organization
- •22.3 Strategies and processes of transformation
- •Figure 22.2 Linkage between transformation types and organizational conditions
- •Figure 22.3 Relationships between business performance and types of transformation
- •Box 22.1 Eight stages for transforming an organization
- •22.4 Company turnarounds
- •Box 22.2 Implementing a turnaround plan
- •22.5 Downsizing
- •22.6 Business process re-engineering (BPR)
- •22.7 Outsourcing and insourcing
- •22.8 Joint ventures for transformation
- •22.9 Mergers and acquisitions
- •Box 22.3 Restructuring through acquisitions: the case of Cisco Systems
- •22.10 Networking arrangements
- •22.11 Transforming organizational structures
- •22.12 Ownership restructuring
- •22.13 Privatization
- •22.14 Pitfalls and errors to avoid in transformation
- •23.1 The social dimension of business
- •23.2 Current concepts and trends
- •Box 23.1 International guidelines on socially responsible business
- •23.3 Consulting services
- •Box 23.2 Typology of corporate citizenship consulting
- •23.4 A strategic approach to corporate responsibility
- •Figure 23.1 The total responsibility management system
- •23.5 Consulting in specific functions and areas of business
- •23.6 Future perspectives
- •24.1 Characteristics of small enterprises
- •24.2 The role and profile of the consultant
- •24.4 Areas of special concern
- •24.5 An enabling environment
- •24.6 Innovations in small-business consulting
- •25.1 What is different about micro-enterprises?
- •Box 25.1 Consulting in the informal sector – a mini case study
- •25.3 The special skills of micro-enterprise consultants
- •Box 25.2 Private consulting services for micro-enterprises
- •26.1 The evolving role of government
- •Box 26.1 Reinventing government
- •26.2 Understanding the public sector environment
- •Figure 26.1 The public sector decision-making process
- •Box 26.2 The consultant–client relationship in support of decision-making
- •Box 26.3 “Shoulds” and “should nots” in consulting to government
- •26.3 Working with public sector clients throughout the consulting cycle
- •26.4 The service providers
- •26.5 Some current challenges
- •27.1 The management challenge of the professions
- •27.2 Managing a professional service
- •Box 27.1 Challenges in people management
- •27.3 Managing a professional business
- •Box 27.2 Leverage and profitability
- •Box 27.3 Hunters and farmers
- •27.4 Achieving excellence professionally and in business
- •28.1 The strategic approach
- •28.2 The scope of client services
- •Box 28.1 Could consultants live without fads?
- •28.3 The client base
- •28.4 Growth and expansion
- •28.5 Going international
- •28.6 Profile and image of the firm
- •Box 28.2 Five prototypes of consulting firms
- •28.7 Strategic management in practice
- •Box 28.3 Strategic audit of a consulting firm: checklist of questions
- •Box 28.4 What do we want to know about competitors?
- •Box 28.5 Environmental factors affecting strategy
- •29.1 The marketing approach in consulting
- •Box 29.1 Marketing of consulting: seven fundamental principles
- •29.2 A client’s perspective
- •29.3 Techniques for marketing the consulting firm
- •Box 29.2 Criteria for selecting consultants
- •Box 29.3 Branding – the new myth of marketing?
- •29.4 Techniques for marketing consulting assignments
- •29.5 Marketing to existing clients
- •Box 29.4 The cost of marketing efforts: an example
- •29.6 Managing the marketing process
- •Box 29.5 Information about clients
- •30 COSTS AND FEES
- •30.1 Income-generating activities
- •Table 30.1 Chargeable time
- •30.2 Costing chargeable services
- •30.3 Marketing-policy considerations
- •30.4 Principal fee-setting methods
- •30.5 Fair play in fee-setting and billing
- •30.6 Towards value billing
- •30.7 Costing and pricing an assignment
- •30.8 Billing clients and collecting fees
- •Box 30.1 Information to be provided in a bill
- •31 ASSIGNMENT MANAGEMENT
- •31.1 Structuring and scheduling an assignment
- •31.2 Preparing for an assignment
- •Box 31.1 Checklist of points for briefing
- •31.3 Managing assignment execution
- •31.4 Controlling costs and budgets
- •31.5 Assignment records and reports
- •Figure 31.1 Notification of assignment
- •Box 31.2 Assignment reference report – a checklist
- •31.6 Closing an assignment
- •32.1 What is quality management in consulting?
- •Box 32.1 Primary stakeholders’ needs
- •Box 32.2 Responsibility for quality
- •32.2 Key elements of a quality assurance programme
- •Box 32.3 Introducing a quality assurance programme
- •Box 32.4 Assuring quality during assignments
- •32.3 Quality certification
- •32.4 Sustaining quality
- •33.1 Operating workplan and budget
- •Box 33.1 Ways of improving efficiency and raising profits
- •Table 33.2 Typical structure of expenses and income
- •33.2 Performance monitoring
- •Box 33.2 Monthly controls: a checklist
- •Figure 33.1 Expanded profit model for consulting firms
- •33.3 Bookkeeping and accounting
- •34.1 Drivers for knowledge management in consulting
- •34.2 Factors inherent in the consulting process
- •34.3 A knowledge management programme
- •34.4 Sharing knowledge with clients
- •Box 34.1 Checklist for applying knowledge management in a small or medium-sized consulting firm
- •35.1 Legal forms of business
- •35.2 Management and operations structure
- •Figure 35.1 Possible organizational structure of a consulting company
- •Figure 35.2 Professional core of a consulting unit
- •35.3 IT support and outsourcing
- •35.4 Office facilities
- •36.1 Personal characteristics of consultants
- •36.2 Recruitment and selection
- •Box 36.1 Qualities of a consultant
- •36.3 Career development
- •Box 36.2 Career structure in a consulting firm
- •36.4 Compensation policies and practices
- •Box 36.3 Criteria for partners’ compensation
- •Box 36.4 Ideas for improving compensation policies
- •37.1 What should consultants learn?
- •Box 37.1 Areas of consultant knowledge and skills
- •37.2 Training of new consultants
- •Figure 37.1 Consultant development matrix
- •37.3 Training methods
- •Box 37.2 Training in process consulting
- •37.4 Further training and development of consultants
- •37.5 Motivation for consultant development
- •37.6 Learning options available to sole practitioners
- •38 PREPARING FOR THE FUTURE
- •38.1 Your market
- •Box 38.1 Change in the consulting business
- •38.2 Your profession
- •38.3 Your self-development
- •38.4 Conclusion
- •APPENDICES
- •4 TERMS OF A CONSULTING CONTRACT
- •5 CONSULTING AND INTELLECTUAL PROPERTY
- •7 WRITING REPORTS
- •SUBJECT INDEX
Consulting in financial management
14.3 Working capital and liquidity management
In order to survive, an organization must be able to meet all its commitments as they fall due, i.e. to pay its bills on time. The efficient management of working capital, therefore, and particularly the provision of adequate levels of liquidity at all times, are crucial.
Definitions
Accountants define working capital in accounting terms as the difference between current assets and current liabilities. This is a static approach, and not a very useful one. Liquidity – the ability to meet commitments and to pay bills – comes from the availability of cash. A company could have considerable working capital in the accounting sense (because of very large inventories) but no cash, and thus be on the point of insolvency. The approach taken here will be based on cash flows rather than on accounting concepts. One of the most useful services the consultant can perform is to educate the client to think, and to plan, in cash-flow terms.
Working capital and the operating cycle
Every manufacturing business has an intrinsic operating cycle, in which materials are purchased, stocked, converted into finished products and finally sold. Even service industries have such a cycle, though its duration is shorter. Cash flows out of the organization when purchases are made, and returns when accounts receivable are collected. Consultants can help clients to understand their organization’s own unique operating cycle, and to find ways of increasing operating efficiency so that the cycle is shortened and cash is conserved. In most organizations, improvements of 25 to 40 per cent in cash utilization may often be made simply by careful analysis and the application of common sense.
One of the factors that the consultant should remember (and one of the advantages he or she has over the banker or the accountant) is that the changes leading to improvements in cash utilization are as likely to be in production or other operating areas as in purely financial ones. Improvements in inventory control leading to a reduction in average stock levels, and improvements in quality control that reduce wastage and scrap, will reduce the cash tied up in the operating cycle just as effectively as an improvement in collection of accounts receivable, or an acceleration in the transfer of funds from remote locations to a central concentration account. The very fact that most managers working in non-financial areas do not fully
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Management consulting
Managing cash
While the entire operating cycle has cash-flow implications, the management of cash itself should not be overlooked. Here, the banks are indeed the experts, and most major banks have actively developed and marketed cash management systems in recent years. The consultant can play a useful role, however, by assisting the client in evaluating the bewildering array of different packages, in which the banks offer combinations of concentration banking, lock-box collection systems, remote disbursement, zero-balance accounts, intra-group payments netting, and so forth, and in finding a solution appropriate to the client’s needs.
14.4 Capital structure and the financial markets
Every business organization needs an adequate capital base to support its operations. It has been repeatedly demonstrated that operating a business with inadequate capital – which in British financial circles is called “overtrading” – is one of the most widespread causes of business failure. In addition to having adequate capital, the business must have an appropriate capital structure: the right mix of equity funds and debt. All of this is easily said, but difficult to achieve in practice.
Determining an effective capital structure
A major portion of current financial theory is concerned with the capital structure of companies and with the effect of long-term financing decisions on the cost of capital to the organization. Most of the theory is based upon assumptions that do not reflect reality, however. In addition, the theory is usually expressed in a highly quantitative form. Once again, a consultant who is conversant with the current financial literature can play an invaluable role in helping clients to identify the usable and useful concepts that are now beginning to emerge from this mass of theory.
The management of an organization’s capital structure actually involves a twostage decision process. The first task, when any new financing operation is proposed, is to review the organization’s current capital structure in the light of management’s policies, accepted debt/equity ratios, market conditions and, most important of all, expected cash generation and use over a period of some years. The consultant’s help can be invaluable here. On the basis of this analysis a decision can be made whether to seek new equity funds or additional debt. Once this is complete, the second stage involves the determination of the exact type of security to be issued, the selection of underwriters, the pricing and timing of the issue, and so forth. These second-stage decision areas are the distinct professional field of the investment or merchant banker, and the general consultant should ensure that the client seeks such specialist services at the appropriate time.
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Consulting in financial management
Using debt funds
There are great advantages to using debt funds: judicious amounts of debt increase the earnings per common (ordinary) share through the leverage effect, and the fact that interest charges are tax-deductible makes the net cost of borrowed funds relatively low. In general, debt financing will be the first choice if the company can safely add the proposed new borrowing to its existing debt. The key task in capital structure management, then, is to determine the company’s debt capacity. There are many possible approaches to this question, but few of them are fully satisfactory. Policies that allow some external standard or institution to determine the decision (for example, keeping a debt/equity ratio more or less equal to the average for the industry, or limiting borrowing to what can be done without lowering the rating of the company’s debt securities by the rating agencies) are unlikely to produce optimal results.
In most cases, the consultant will face a difficult task in this area. He or she will have to re-educate clients away from rules of thumb, and convince them that nothing can replace a systematic analysis. The ability of a company to use debt depends upon its ability to service that debt, i.e. to meet all interest charges and repayments of principal as they fall due. This in turn depends upon cash flows.
The importance of debt management was brought into sharper focus by the experiences of many companies during the recession of the early 1990s. The period of rapid growth in the countries of the Organisation for Economic Cooperation and Development (OECD) during the period from 1985 to 1989 was characterized by an unprecedented increase in both corporate and consumer debt, particularly in Japan, the United Kingdom and the United States. The reasons for this were complex. Although strong growth in output (over 4 per cent in 1988) gave rise to an upsurge in capital investment, conditions in the capital markets made many companies reluctant to issue equity. A particular factor in the United Kingdom was that the large privatization issues, all of them somewhat underpriced, tended to squeeze corporate issuers out of the equity market. In consequence, the average “gearing” or leverage of the British corporate sector doubled between 1987 and 1989. The economic slowdown after 1990 therefore caught many United Kingdom companies with unprecedented levels of debt. Interest rates were kept high by the Government’s exchange rate mechanism (ERM) policy. Companies quickly found that cash flow fell below their debt-servicing commitments, and a high rate of corporate failures and liquidations was the result.
Could such problems have been foreseen and avoided? Yes: but in times of high growth the attention of line management is understandably concentrated on expanding output to meet demand rather than thinking about the next downturn. Yet we know that a GDP growth rate of 4 per cent is not sustainable for long in mature economies, and by 1989 there were clear warning signals from the commodities markets as well as from the financial world. Both consultants and outside directors should have been looking ahead and advising caution.
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Management consulting
One of the consultant’s tasks, then, is to persuade the client company to undertake a long-term projection of the cash likely to be generated by its operations, not only under normal economic conditions, but also during periods of economic uncertainty and recession. This is likely to require the use of simulation techniques, and the development of a computer-based model of the company’s financial dynamics. Few companies can undertake such projects without outside assistance. Effective consulting work in this area depends upon the availability of a consulting team that combines financial expertise with electronic data processing (EDP), systems analysis, and programming skills. Consulting organizations that are willing to develop such teams can expect growing needs for their services as more and more companies realize the fundamental importance of such an analytical approach to financial decisions.
Dividend policy and share repurchases
The determination of an optimal dividend policy is a particularly complicated issue, in that it has implications for management of working capital, decisions on capital structure and maximization of shareholder value. Payment of a large and stable cash dividend pleases most shareholders, and facilitates subsequent new equity financing. On the other hand, the payment of a cash dividend is an obvious drain on the company’s liquidity, and management has to be careful not to establish the dividend at a level that cannot be supported. This is another reason for the careful simulation of the company’s cash flows under various economic conditions. Management is usually reluctant to increase dividend payouts, even in periods of exceptionally high earnings, in case they have to reduce them again when profits decline and cash is scarce. Any decrease in a dividend once established is believed to send a very negative signal to the market.
At times, however, some companies find themselves with large amounts of cash, possibly as the result of a divestment. What should be done with it? Again, the criterion should be shareholder wealth. If the directors believe that they have adequate internal investment opportunities that promise a rate of return higher than the shareholders could achieve for themselves, the funds should be invested. If not, they should be returned to the shareholders. Rather than disrupt the established dividend policy, the distribution should be treated as a non-recurring event and accomplished by repurchasing shares. There are a number of ways in which this can be done. One is simply to buy shares in the open market, which tends to be a rather slow process. Another is to make a tender offer to all shareholders at a fixed price and for a limited time. The most popular, however, is the “Dutch auction”, in which shareholders are invited to offer shares for sale and to state what price they will accept, with the company selecting the lowest price that provides the required number of shares. The one thing that all of the methods have in common is that they will increase the share price, so that all shareholders, whether they sell or retain their shares, gain value.
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