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Business Multiplier Achieve your business's full potential through Business Multiplier proven coaching programmes.

17/10/2026

POV: When the favourite employee messed up.

Tag your boss (if you dare) 😂

A business owner once told me, "I'm not planning to sell for another 10 years, so I'll deal with it later."Then a buyer ...
13/10/2026

A business owner once told me, "I'm not planning to sell for another 10 years, so I'll deal with it later."

Then a buyer showed interest. Within a week, the conversation ended.

The business was profitable. The customers were loyal. But the buyer asked three simple questions:

Who runs this when you're not here?

How much of your revenue comes from your top two clients?

Where are your processes written down?

The owner had no good answers. Not because he was a bad businessman, but because he had built a business around himself, not a business that could stand on its own.

This is the pattern I see again and again. Owners build for today's profit, but buyers pay for tomorrow's predictability.

Here are 7 signs your business may not be ready to sell:

Everything runs through you. Buyers want an asset, not a job.

A few clients make up most of your revenue. Concentration equals risk.

Revenue is unpredictable. Recurring income is worth far more.

Your financials are messy. Trust breaks down in due diligence.

Nothing is documented. If it can't be repeated, it can't be transferred.

There's no growth story. Buyers pay for the future, not just the past.

You've never measured your value. You can't improve what you haven't measured.

These map to the 8 Key Drivers of Business Value in the Value Builder System, which has helped over 80,000 business owners see where they're strong and where they're leaking value.

Whether you plan to sell in one year or ten, a business that runs without you is more valuable, and far less stressful to own.

Which of these 7 signs do you see most often? I'd love to hear your perspective in the comments.

Want your own Value Builder Score? Click here: https://score.valuebuildersystem.com/business-multiplier-pte-ltd/felicia-miljenovic

10/10/2026

POV: When you're boss watches and you suddenly don't know how to work. 😅

You need to check your ego. Especially if your best people keep leaving.When top talent keeps walking out the door, it's...
09/10/2026

You need to check your ego. Especially if your best people keep leaving.

When top talent keeps walking out the door, it's rarely about salary or perks. It's 99.9% a leadership problem.

High performers don't quit jobs, they quit bad leaders. Managers who drain them, undervalue them, or make them check their integrity at the door.

If you're seeing a pattern, it's time to look inward. Here's what's usually happening:

🚩 You tolerate mediocrity and drama. Your best people don't just want to be paid, they want to feel protected. Let toxic behavior slide, and they'll quietly check out.

🚩 You lead with ego, not empathy. When every interaction chips away at someone's confidence, they'll go find a place that actually champions their potential.

🚩 They're already gone, you just don't know it yet. High performers rarely make a scene. They disengage, quietly build their exit, then hand in a short, polite resignation once they've already landed somewhere better.

Here's how to turn it around:
→ Stop managing by org chart. Start leading through real, one-on-one conversations.
→ Stop ignoring toxic behavior. Address it before your top performers feel abandoned.
→ Stop expecting blind loyalty. Earn commitment by genuinely investing in their growth.

So, are you already dealing with a wave of resignations, or trying to get ahead of one before it starts? Drop it in the comments 👇

07/10/2026

Imagine running a business for decades, where the "rules" are never said out loud, appreciation goes unspoken, and teams barely talk to each other. 🤔

That was reality for one of our clients, until we got to work together.

It takes guts to admit "maybe we need to be more conscious about how we run things" especially when the business already looks successful from the outside.

That kind of self-awareness is exactly what separates businesses that stays stuck from ones that grow.

Huge thank you to Julain of AJ&J, for the trust, the honesty, and the courage to look inward. This is exactly why we do what we do.

If your team culture and communication is not where it needs to be, let's talk. We're pretty good at tha! (Julian's words) 😂 haha!

This is Fara, our Executive Assistant here at Business Multiplier Asia. She's been part of the team since 2023, working ...
02/10/2026

This is Fara, our Executive Assistant here at Business Multiplier Asia. She's been part of the team since 2023, working behind the scenes to keep things organised for Coach Felicia.

We asked her about her experience working with us, and she shared:

"Working with Business Multiplier for 3 years has been an amazing experience and truly one of the best work environments I've been part of. Coach Felicia genuinely practices what she preaches, the same values, leadership, and principles she teaches her clients are also reflected in how she leads and supports her employees. I'm grateful to be part of a company where people are valued, trusted, and encouraged to grow.

This is exactly the kind of team culture we're proud to build, one where our leaders live out the same values they teach. ❤️

28/09/2026

Most "staffing problems" aren't really staffing problems. As hurtful as this sounds, they're sometimes leadership blind spots.

Think of a father who loves his children deeply, but never says it. He shows up, provides, works hard, stays loyal. But the words "I'm proud of you" or "thank you" never leave his mouth. His kids are left guessing, reading silence as distance, until one day they stop trying to reach him at all.

That's exactly what was happening in Julian's firm, AJ+J.

He ran a successful architecture firm for a decade, great projects, real growth, but staff kept walking out the door. Turns out the issue wasn't who he was hiring. It was everything left unsaid. The appreciation he felt but never voiced. The direction he had in his head but never spoke out loud.

That’s what set Julian apart. A good leader can admit that. Can stand up and say, "I haven't been communicating the way my team needs me to" instead of blaming the people who walked away. That's the kind of leadership that actually turns a business around.

23/09/2026

9 out of 10 salespeople don't know this...

and it's costing them deals!

The secret to closing sales is more than just the effort, the first step is to correctly profile yourself AND your client, something we break down live at our Sales Conversion Workshop. Here, attendees sat down and identified their own personality type live, right in the room, before learning how to read their clients the same way.

Batch 3 is coming! Want in? Follow us so you don't miss the sign-up.

There once was a gardener who took great pride in his garden.Every season, he'd plant beautiful flowers. He'd water them...
19/09/2026

There once was a gardener who took great pride in his garden.

Every season, he'd plant beautiful flowers. He'd water them, when he remembered to. He'd give them sunlight, when it was convenient. And when a flower wilted, he'd simply pull it out and plant a new one.

One day, an old farmer passed by and asked, "Why do your flowers keep dying?"

The gardener sighed. "I don't understand it. I give them water. I give them soil. I don't know what more they want."

The farmer knelt down and looked closely at the garden. "Your flowers aren't dying," he said. "They're leaving. There's a difference."

"What do you mean?" the gardener asked.

"A flower that dies has no choice. But a flower that could have grown, and chooses to wilt instead, that flower is telling you something. It didn't get enough light. It didn't get noticed until it was already dying. It was compared to the flower next to it, one too many times."

The gardener said nothing.

"You keep buying new seeds," the farmer continued, "but you never ask why the last ones didn't bloom. So the story just repeats itself. Season after season."

We do this in business more than we'd like to admit.

We call it "turnover." We say the market's competitive. We say people "just aren't loyal anymore."

But most people don't leave a company. They leave a lack of growth. They leave feeling invisible. They leave a version of leadership that only paid attention when something went wrong.

The uncomfortable question isn't "why do good people keep leaving?"

It's "what did we do, or not do, that made leaving feel like the better option?"

Before we look for the next hire, maybe we should look a little closer at the ones already growing right in front of us.

What's one thing you wish a past employer had done differently, before you decided to leave?

16/09/2026

This is why your best people leave, and it's rarely about money.

If you feel like your team has been slipping away, leave us a message. Your first call is on us. 📩

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