Arizona Capital and Business Growth Resources

There are many organizations in Arizona that support innovators, startups, entrepreneurs and the established business community from early stage to exit.

This is an easy to use reference of various groups, associations and service providers in Arizona that help businesses with financing, strategy, venture development, M&A, growth and mentoring services and business networking.

Accelerators, Venture and Growth Advisors

• CKS Advisors
• Tallwave
• Stealthmode
• ASU Edson Student Entrepreneur Initiative
• T-Gen Accelerators
• BioAccel
• Growth Nation
• Arizona Disruptors
• Arizona Small Business Association (ASBA)
• Furnace (ASU)

Investment Bankers (FINRA Registered)

• CKS Securities
• Columbia West Capital
• JDB Capital Partners
• Greene Holcomb & Fisher
• Green Manning & Bunch
• Miller Capital
• Clear Growth Capital

Angel Investor Groups

• Arizona Technology Investor Forum (ATIF) 
• Desert Angels
• Biltmore Angels
• Arizona Angels
• Thunderbird Angel Network

Venture Capital Sources and Funds

• Agility Ventures
• Greyhawk Capital
• El Dorado (Pinnacle West) 
• Epic Ventures
• RCT BioVentures
• Solstice Capital
• Venture51
• Valley Ventures
• Social Leverage

Private Equity

• Alerion Capital Group
• Cave Creek Capital Management
• Canal Partners
• The Miller Group

Incubators - Map

• SeedSpot
• Arizona Disruptors
• Arizona Center for Innovation (AzCI) – UA
• ASU Venture Catalyst
• Center for Entrepreneurial Innovation Gateway (CIE)
• Northern Arizona Center for Entrepreneurship and Technology
• AZ TechCelerator
• MAC6
• Gangplank
• SkySong
• Innovations -City of Chander
• GROWop
• LOT2Labs

Collaborative and Shared Work Space – Map

• SkySong
• Co+Hoots
• Gangplank
• LaunchSpot
• Arizona Disruptors
• HeatSync Labs
• The Lab 137
• Maker Bench
• MonOrchid
• Spread the Weird Studio
• Union WorkSpace

Associations and Support

• Arizona Technology Investor Forum (ATIF) 
• Arizona Technology Council
• Arizona International Growth Group (AZIGG)
• SkySong
• MIT Enterprise Forum Phoenix
• Arizona Commerce Authority (ACA)
• TiEAZ
• 85 Broads Phoenix
• Association Capital Growth Arizona (ACG)
• AZBio
• Arizona Entrepreneurship Conference
• Arizona Small Business Association (ASBA)
• Score
• SBA
• Startup Grind Tempe (Meet-Up)

Pitch Contests & Competitions for Capital

• Arizona Innovation Challenge
• TiEAZ Annual Rapid Fire Angel Pitch
• InvestSouthwest

Chambers of Commerce

• Arizona Chamber of Commerce
• Chandler Chamber of Commerce
• Flagstaff Chamber of Commerce
• Gilbert Chamber of Commerce
• Glendale Chamber of Commerce
• Mesa Chamber of Commerce
• Greater Phoenix Chamber of Commerce
• Scottsdale Chamber of Commerce
• Tempe Chamber of Commerce
• Tucson Chamber of Commerce
• Green Chamber: Greater Phoenix
• Greater Phoenix Black Chamber of Commerce
• Arizona Hispanic Chamber of Commerce

Additional Resources:

• Link to resource about early stage financing terms and options by Startup Professionals Inc., Founder & CEO, Martin Zwilling.
• The Discovery Triangle Innovation Concentration Map of Phoenix-area accelerators, incubators and work spaces.

If you know of an organization that fits into the categories above, you can add the reference in a comment or email jamieglass8@gmail.com.

This list is maintained by Jamie Glass, CKS Advisors, CMO & Managing Director, Sales & Marketing Practice and President of Artful Thinkers.

A Little Civility Thank You

As we live, eat, work, grow and socialize together 24 hours a day, it does make sense we continue to reinforce the basic rules for how to treat one another respectfully.  Under no pretense is this meant to be preaching, it is simply a reminder of our times.  Thank you matters.  You are welcome is appreciated.  Please is polite. I understand does not mean you agree, it means you listened.

Civil nations have rules and expectations on how to interact through defined customs.  How we greet each other, open conversations and end our discourse are all ways to show our civility.  Agree to disagree, we can also always choose to end our interaction with respect.

Governing rules of how we are expected to interact with one another help us all live with some order.  We have attempted to assign rules of social behavior based on principles of etiquette. Read a good Emily Post article lately?

We have golden rules that are taught in almost every religion.  Treat others as you want to be treated yourself.  We have rules surrounding global conflicts, we have rules of order for meetings and legal proceedings, we have rules we follow in business and school.  We also have assumed rules for how we can politely and respectfully engage each other.  We have even gone so far as to teach these principles in schools, churches and other institutions.  Applying them is when it really counts!

Thank you. Please. You’re Welcome. Going beyond the rehearsed pleasantries, we also have defined ways of showing appreciation and gratitude. I understand. I appreciate your help. I am grateful. Very civil ways to engage with each other.

Recently, I was at a service counter and the person asked me, “How are you today?”  I replied, “Great! How are you?” There was no response.  Then he stopped and starred at me for a good 20 seconds.  He said, “No one ever asks me how I am doing, so I am a little shocked.”  He was a young teenager, probably working his first or second job.  He had been properly trained to say the words.  No one finished his lessons in civility, that polite expression that says I really cared about how you are doing today.  Why? Every person he had asked never cared to respectfully ask him how he was doing.

As we look to speed up how we interact in real-time, access information in nanoseconds and connect with each other around the world, maybe we need to have some basic reviews of 21st century civility.  Thank you. You’re Welcome. Please. Good-Bye. Hello. They are universal.  How are you? Can I help you? I appreciate your understanding. They all seem to have use around the world. Maybe if we continue to focus on what we all know is respectful we can accomplish more — together.

As our society enters into greater opportunities to engage with each other, look for more examples of respectful human interaction. Share these examples. Teach others. Respond to the question, how are you doing today.  Rudeness is ugly. We accomplish nothing when we are less than civil.  We don’t teach anyone.  We seem to not care.  Being right, only matters to you.  Being responsive, appreciative and polite matters to everyone.  If we start with respect, maybe we can have a good social relationship with everyone.  It’s worth a try.

Thanks for listening.  I appreciate your thoughts and comments.

Jamie Glass, Outsourced CMO and President of Artful Thinkers, a strategic sales and marketing consulting company and Sales & Marketing Services Managing Director at CKS Advisors. 

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Manage Your Influencers for Optimal Results

Key influencers play a critical role in every business. Decision makers are guarded and guided by inside and outside advisors and gatekeepers. How you manage your trusted advisors can help or harm your business.

Influencers know they have the power to change or compel action. It is the business leaders responsibility to validate and control the effect of influencers. Those who sit closest to authority and are granted permission to persuade, have a direct impact on your success. Do you know who is currently sitting at your table of influence?

In order to responsibly manage your influencers, take time to identify those that are in your inner circle and those effecting your judgement. Inside your business look at department heads, executives and even top revenue generators whose opinions impact your future.  Who are your squeaky wheels? Are they helping you make better decisions for your business or slowing down how you operate?  Influencers can be carriers of good and bad advice, they may be motivated by selfishness. It is up to you to vet, challenge and manage your influencers for optimal results.

One way of evaluating an influencer is to ask them what they believe are your highest priorities. Are they up-to-date on your current business plans and growth strategies?  Do they know the profile of your most profitable customers?  If not, it is the perfect opportunity to align your thinking. Define and clarify what is most important to you and your business.  Let them know how they can help you.

To get the best results from your influencers, provide regular updates on business goals, initiatives, challenges and opportunities.  Acting as gatekeepers, key influencers can open doors to new ideas, solution providers and even make introductions to customers. They also have the ability to close doors.  As the final decision maker, you are ultimately responsible for those that make it through the “gate”.  Challenge those that have the authority inside your business to say no.  Know who they turned away and why.

Update your outside advisors quarterly about key initiatives and strategic objectives. These influencers, such as accountants, legal counsel, wealth managers, business consultants and top vendors are connected and often sources for essential referrals. They act as a conduit for information and potential services that can help you achieve your goals.  If your influencers know your interests, they can better serve you.

Know that influencers get things done. They effect change. They make things happen. You need to know who they are and leverage them for maximum impact to your business. Lead influencers to your expected outcomes. Manage them for the best results.

Jamie Glass, Outsourced CMO and President of Artful Thinkers, a strategic sales and marketing consulting company and Sales & Marketing Services Managing Director at CKS Advisors. 

Capitalize on the Dog Days of Summer

There is a constant drum beat in business circles that summers are difficult for getting anything done. There are a variety of excuses that justify this belief, including, “everyone is on vacation“, “people don’t work when kids are out of school“, “buyers are not engaged“, and of course “decision makers are unreachable“.

The hard reality is these excuses are self-fulling prophecies.  We are more wired, more connected, more engaged today.  Business is not done during the hottest months of the year because we assume we will get a no before we ask for the yes.

The facts prove people are working all summer.  Monthly average work week data shows that we work the same amount in the summer as we do all year round.  Decision makers average 49 hours per week.  We are more productive than ever.  So, why are you not capitalizing on the hottest months of the year?

The Dog Days of Summer are the best time of the year to build up prospects, qualify leads, refresh your marketing strategies and compete for mind share.  While everyone else falls into the excuse trap, you have an opportunity to make noise and get noticed.

Laying back until September to heat it up your marketing and selling efforts only pushes you into the most distracting time of the year.  Right after Labor Day, decision makers are budgeting for 2013 and events are abundant.  Daily sales calls peak and we are all flooded with competitors emails and advertisements trying to capture top of mind awareness.  Simply, your odds are much better to get noticed during the summer months.

Here are some suggestions on how to capitalize on the final dog days of summer:

1.  Reach out to current customers.  Estimates are that it is 7x less expensive to get business from a current customer than a new customer.  Update your current customers on your latest business activities and see if they are ready to buy more.

2.  Prospect for opportunities.  Run reports from your contact database to see who has not been reached in the past six months.  Put them on your priority contact list and create a campaign to heat up some buying interest.  Activity creates action.

3.  Build sales plans for key accounts.  Spend time to craft detailed sales plans for your top prospects.  Identify decision makers, buying cycles, budgets and key influencers at your top target companies.  Read up on their latest news and research their business to identify critical needs.  Use your sales plan to carefully craft the value proposition for doing business with you and then set the appointment to make the pitch.

4.  Promote, promote, promote.  As others hold back until after Labor Day, you have the opportunity to use public relations and social media campaigns to gain attention.  Take advantage of the slower news cycles and go for the headline.  Do whatever you can to get the attention of those seeking your products and services.

5.  Summer close out sales. There is a very strategic reason why Christmas in July sales dominate the dog days of summers.  Retail outlets and online storefronts are looking to clear out inventories.  The other reason is June, July and August sales are the time people will typically start shopping for school and holidays.  Consumers expect a deal.

6.  Refresh your sales and marketing strategies.  Review your strategic plans. What has worked, what is not working and what market opportunities exist for the business in the next 18 months. Tactics follow strategy.  If you are only doing the work and not evaluating the impact on your strategy, you could be heading in the wrong direction.

7.  Pivot now.  Review your key performance indicators and adjust if you are are going to miss your mark.  Making a change now can benefit you in the last quarter of the year.  Don’t wait, start executing your changes and new strategies to achieve your business goals this year.

It is time to heat it up!  You have fewer people competing for attention and business right now.  Take advantage of it.  People receive fewer emails, fewer calls, so use this as an opportunity to make a direct connection today and set the wheels in motion to capitalize this year.

Jamie Glass, Outsourced CMO and President of Artful Thinkers, a strategic sales and marketing consulting company and Sales & Marketing Services Managing Director at CKS Advisors. 

Questions Sales Candidates Ask that Should Stop the Interview

There are certain questions that should raise a red flag when you are interviewing sales candidates.  You are hiring a person who will be responsible for driving your business forward.

The sales person you offer the job is representing your brand, your company values and creates your business first impression.  This person is accountable for increasing revenues.  Know for certain, they will have a bottom-line impact on your business.  Positive or negative, the interview process is critical in making the best determination of the outcome.

There are questions and statements sales candidates make that are telltale of their priorities.  When you hear them, stop the interview, thank them for their time and move onto finding a better qualified candidate.  Your time is valuable and you need to find the best person for the job.

One red flag or alarming question is enough, no matter how many other green flag answers you were given during the interview process.  Avoid the energy of imaging “what if” or talking yourself into dismissing what you know was a clear indicator this candidate is not worthy of the job.  Don’t compromise!  Your business can’t afford a bad hire.

The biggest red flag is not having any questions prepared.  Ask everyone you interview, “What questions do you have for me?”  If the sales candidate responds that they do not have any questions, stop!  Any novice interviewee will have at least one or two questions prepared for any job interview.  This response tells you they have no interest in the job you are offering.  It also indicates they didn’t do any homework before the interview. Next.

Here are more red flag questions:

1.  ”What opportunities are there for promotion?” We all love ambitious people.  The problem is that you are not hiring for a future promotion.  You need a person to do the job you have open right now.  This question may be a red flag that your candidate is more focused on telling others what to do, not doing the job themselves.  They may feel over-qualified.  They absolutely are telling you they are not interested in the current job opening.

2.  ”How do I get leads?”  This is an indicator that the person may not like cold calling.  It is hard work.  There are some sales people that only perform well with nurtured, warm leads.  Your sales hire should be equally good at cold calling, as growing business with existing customers or well qualified leads.  No one really wants to take a job “dialing for dollars”; however, you have to hire someone that will do whatever it takes to find customers, including making a lot of cold calls.

3.  “What is my salary?” People who ask this question want security.  Sales is risky business, for the business owner and the new hire.  A green flag question from a qualified, competent sales candidate would be, “What is my quota and commission rate?”.  They might even ask you if there are caps on earnings and incentives for exceeding quota — even better.  When a person indicates they are hungry to earn more than what you project at 100% of their sales goals, that is a very good sign this person is used to winning.  A person that is asking about salary wants to know if they can live on the base pay.  Not good.

4.  “What are the hours and the vacation policy?” Sales is a do whatever it takes job.  If a person is worried about the hours they are working each day and when they get their first paid day off, they aren’t thinking about how much money they will make selling for you.  A green flag would be a question about how soon they can get into the office each morning.

5.  “Where will I be sitting?” Sales people should be able to perform anywhere they are located.  Whether they are in an office, cubicle, table or at home, good sales people will sit where they have access to a phone and computer.  This is a person that is not attentive to the most important qualifications needed for this position and they are wasting your time.

6.  “What qualifications are you looking for?” This is a red flag that the person did not prepare for the interview.  Researching the job and the company should provide indicators of what is important in this job. This is a sign the candidate may be looking for any job, no matter what you have to offer.  You need a qualified candidate that fills the job you have open now.  This question is also an indication that the sales candidate is not ready to make an assumptive close.  The assumption should be that they are qualified for the job and they do not need to be interviewing you for background information.

Making a hiring decision about a sales candidate is difficult.  You need to trust this person will take on the responsibility you give them to grow your business.  They must be accountable for delivering results.  They must be eager to learn and willing to do whatever it takes to win.  Most importantly, they need to be able to ask for the close and that means they need to ask you for the job!

Jamie Glass, Outsourced CMO and President of Artful Thinkers, a strategic sales and marketing consulting company and Sales & Marketing Services Managing Director at CKS Advisors.