Multi-Unit Franchisee Magazine Issue III, 2017 | Page 21
2017 MVP AWARDS
people on the plane,” he says. “It left an
indelible mark.”
Friedman is passionate about help-
ing his team manage care by employing
skilled eyes on every case. In August, he
plans to open his own school for home
health aide training and “cherry pick”
the graduates.
“Massachusetts is unlicensed, so on a
good day it is chaos,” he says. “I believe
that, regardless of whether there is a li-
cense, I set the bar as to how my agency
operates, above any level licensing you
could ever consider throwing at me.”
Friedman says he is very much hum-
bled to receive the Spirit of Franchis-
ing Award. “I was surprised when they
told me, because I can be a very difficult
franchisee because I’m not willing to just
accept the company plan,” says Fried-
man, who credits his franchisor for being
“willing to put up with my challenge to
MANAGEMENT
Business philosophy: Always meet or surpass
your commitments. Solve problems, don’t contrib-
ute to them.
Management method or style: Leadership is
the ability to inspire others to follow you. Everything
you do reflects on who you are as a person. Never
ask an employee to do something you are not will-
ing, or shown you are willing, to do.
Greatest challenge: It comes from my defini-
tion of leadership. Leadership is the ability to inspire
other people to follow you, and that is all it ever is.
You have to truly believe the direction you are go-
ing, and you have to be honest with people about
what it means. You have to inspire others to follow
you. If not, you are not a leader; you are just one
person walking a path. My greatest challenge is to
challenge myself that I always believe in that direc-
tion, so that I’m not misleading other people and
that I’m actively leading the people who choose to
follow me in the direction we want to go. So the
greatest challenge is internal honesty about what
you are doing that you are also asking others to do.
It is not a challenge because it is hard—you have
to challenge yourself to do that every day.
BOTTOM LINE
Annual revenue: $4.7 million in 2016.
2017 goals: $5.2 million-plus.
Growth meter: How do you measure
your growth? It’s about quality, not size. I will
cut growth plans to keep quality high and be the
place my employees want to work.
Vision meter: Where do you want to be
in 5 years? 10 years? To be the most re-
spected agency in my market. 10 years? Retired.
What are you doing to take care of your
employees? We have great benefits, education
opportunities, and feel strongly about promoting
from within.
What kind of exit strategy do you have
in place? 2024 plan: Keep ownership, but
provide incentives for the leadership team. Sell
internally. Sell and exit.
keep the bar high to deliver excellence
as a whole.” Friedman serves on the
brand’s National Advisory Council and
has an open-door policy for prospective
and fellow franchisees.
“What makes franchising work is
when the franchisees invest back into
the system,” he says. “If all the indi-
vidual franchisees stop giving back into
the system, the opportunities stagnate.
Part of the value of a franchise is that we
have 200 franchisees, representing 300
territories in the United States. Build-
ing on each other’s successes is what the
royalties are all about. It is investing into
the collective, so we all get better faster
and we all refine things faster and make
fewer mistakes—especially in this busi-
ness, when we are engaged in people’s
lives. If we make a mistake and 199 other
people don’t make that same mistake it
can make a big difference.”
2017 MVP AWARDS
Spirit of Franchising Award
Why do you think you were recognized with this award? I have invested myself in the success
of both my agency (franchise) and that of the franchise system. I helped re-form our FAC and have held the na-
tional chair role for six years. I have led the FAC service and offer committee for four of those years, a sales pro-
cess initiative, and our technology committee as well. I am an enthusiastic supporter of our brand and consider it
an honor to speak to prospective franchisees, and I have an open door if they want to make a due diligence call.
I think it is my strong belief that each franchisee has a responsibility to not just take from the system but to give
back that earns the support of the franchisor and my peers. My business extends that philosophy to the com-
munities we serve. We sponsor key local activities and local aspects of national elder care needs (Alzheimer’s,
Parkinson’s, healthy aging initiatives, etc.). We provide extensive professional education for our communities
and others in healthcare as well as family education on navigating elder care decisions, Alzheimer’s, Parkinson’s,
recovery risk management, and other topics.
How have you raised the bar in your own company? We consistently seek to be a top performer
both in results and in methods. We strive to promote the highest reasonable standard at all times and share our
approach with our peers in the system.
What innovations have you created and used to build your company? Focus on institutional
contracts. Development and pilot of our soon to be national Recovery Care offering.
What core values do you think helped you win this award? Commitment to doing it right—no
exception. Investment in people to get it right. Willingness to be wrong, learn, and adjust.
How do others describe you? Aggressive
(from a business perspective), compassionate,
and fair. How important is community involvement to you and your company? I am passionate about
being engaged in our communities. Professionally, we are active in three Chambers of Commerce in our served
markets. We serve on Alzheimer’s disease and Parkinson’s advisory committees. We are a resource for numer-
ous councils on aging and first responders, as they too serve our elder population. Personally, I have always been
active communally. I was the founding president of my synagogue, which was formed from the consolidation
of two synagogues of doubtful longevity. That was a six-year process and we are now over 10 years old. I have
also sat on community nonprofit boards.
How do you hire and fire, train and re-
tain? This is simple. Treat others as you expect to
be treated. What leadership qualities are most important to you and your team? We have leaders at all
levels of my company! Lead as you would want to be led. Listen first. Always have a measured response. Don’t
be afraid to lead (make decisions), but enable your team to get there. Enable others to succeed.
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