Venice/Santa Monica Modern Home Tour
May 3, 2014

The Venice/Santa Monica Modern Home Tour gives L.A. residents a chance to explore and view some of the greatest examples of modern architecture right in their own area, via self-guided driving tour. Attendees learn from homeowners what it's like to live in a modern home and find out where the architects got their inspiration - directly from the architects themselves. The tour is self-guided and self-driven, allowing guests to explore these modern treasures at their own pace.

RICSSummit of the Americas Toronto 2014

May 4-6, 2014
RICS Summit of the Americas 2014 is for any real estate professional looking to draw from timely, in-depth market knowledge that will be shared by local and international experts in the land, property and construction sectors. The summit will provide an excellent opportunity to connect with top professionals from around the world and engage in educational seminars and premier discussion forums.

Heath Open Studio Events
May 9–11
The traditional Spring event, where Heath opens the doors to the factory and studio so visitors can explore both Heath's history, as well as current projects and collections, will be held at the company's San Franciso, Sausalito and Los Angeles locations.

Sonoma Living: Home Tours
May 10, 2014
AIA San Francisco and AIA Redwood Empire are excited to announce Sonoma Living: Home Tours, a new home tours program for 2014. Sonoma Living will showcase a wide variety of architectural styles, neighborhoods, and residences—all from the architect's point of view. The program provides design enthusiasts and the general public with an inside look into the world of distinctive residences in Sonoma county. Tour participants have the opportunity to see some of the area's latest residential projects from the inside out, meet design teams, explore housing trends, and discover design solutions that inspire unique Sonoma living.

de LaB Presents an Eastside Home Tour: Architects at Home
May 10, 2014
De LaB presents its second annual Eastside home tour, “Architects at Home,” on May 10th from 12:00-4:00 p.m. The popular tour will explore homes designed and built by architects for their own families. A sense of experimentation, playfulness, inspiration, and a creative approach to budget constraints pervade these homes.

The Venice Art Walk
May 18, 2014
The proud tradition of artists and volunteers providing health care to their neighbors in need and the celebration of Venice’s vibrant artistic culture continues today. This event is free and open to the public and features a highly anticipated 350 piece art auction, live entertainment, and an impressive lineup of gourmet food trucks. Participants can purchase tickets to highly regarded Architecture Tours that held throughout the year and/or view exclusive art studios that will be featured on the day of Venice Art Walk & Auctions.

Design for Social Impact
May 25–August 3, 2014
Based on the idea that design is a way of looking at the world with an eye for changing it, the Museum of Design Atlanta (MODA) presents Design for Social Impact, an original exhibition offering a look at how designers, engineers, students, professors, architects and social entrepreneurs use design to solve the problems of the 21st century.

Celebrate: Groundswell
June 28, 2014
A+D Architecture and Design Museum > Los Angeles (A+D) celebrates its 13th year of cutting edge exhibitions and progressive architecture and design programs with its annual gala and fundraiser.



Deadline: April 25
Call for Entries (Student Awards) 

Deadline: May 18
Imagine Hillandale
Imagine Hillandale

Deadline: June 1 
AIA|LA 2014 Design Awards Program Registration 

Deadline: December 31
Kitchen Design Contest
Wolf and Sub-Zero 

FORM Event Images

Industry Partners




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Building Your Business: Talking Ownership Transitions with Bill Mandel and Laura Howard

Bill Mandel and Laura Terry Howard, of MBV Law, talk ownership transitions for architecture, design and engineering firms. Image Anne Hamersky/courtesy MBV LawRecently, we brought you the story of Nadel Architects ownership transition, as part of our continuing series on building and growing your business. We were intrigued by the process and wanted to get more details on the nuts and bolts of ownership transitions in general. We went right to the source: attorney Bill Mandel, who handled the ownership transition plan for Nadel Architects, and his partner Laura Terry Howard. At their San Francisco–based firm MBV Law, Mandel specializes in transition planning for architecture, engineering and design firms, including mergers and acquisitions and ownership transition programs, while Howard's practice area runs from addressing formation issues in the start-up phase to developing and implementing an exit strategy. Here, they give us more insight into a critical process in the life of a firm—when done right, it can mean thriving for decades to come. 

What are some transition scenarios? 

Laura Terry Howard: There are a number of choices one might have. You could sell the firm to an outside buyer or close the doors. Our experience is that selling to an outside buyer isn’t impossible, but it’s a different transaction to engineer and it’s not really common. The more viable alternative is to look around your organization and see who could be owners. Ownership transition doesn’t result in the absolute highest value to a selling owner, but over the lifetime of the program the owner will be well compensated. If you close the doors, you will get very little value. If you sell to someone outside, you’ll get a higher value but give up all control. Giving that up isn’t really appealing to a lot of people.

Bill Mandel: Of the merger-and-acquisition deals we’ve done, very few have been for architecture firms. Architecture firms aren’t as prone to being acquired, because their cultures are unique and, therefore, are hard to merge into another firm. Generally, architects are limited to doing an ownership transition program or closing the firm.

When do you start planning for an ownership transition?

Bill Mandel: Starting early is best—at least 10 years before a founder (owner) is ready to exit the firm. That gives time to identify candidates for ownership and bring them on board. There are often hits and misses. Sometimes candidates don't work out as owners, so you need time to regroup and find other people. You should start no less than five years before exiting, because you need time to craft a good transition program.

How do you identify future owners?

Bill Mandel: You look at the firm’s needs: do you need good marketers, good project managers, and/or good administrators? In all cases, candidates should have a sense of entrepreneurship and risk taking. Sometimes it’s difficult to identify the best candidates. We work with consultants who are well versed in evaluating candidates to get a good assessment. Founders are often not in a very good position to evaluate candidates, because they are too close to the candidates and aren't able to view them with objectivity.

We advise our clients to always look for new candidates. Keep your eyes open for the next generation. We had a case where a client only offered ownership to the most senior people. There were terrific people in the generation after and those folks walked out and formed their own firm, creating real competition for the firm they left.

Laura Terry Howard: It can be difficult to find people in the next generation that have all the qualifications and skills you may want. You may see a collective formed that will have the necessary skills.

Sometimes candidates won’t tell the founders what they really think about becoming an owner. The founders may believe they have three or four candidates ready to go, but the consultants might find they’re not interested in being owners.

What is involved with an ownership transition plan? 

Bill Mandel: A direct ownership plan involves a sale of stock from the founders to candidates. The program establishes the value of the company, using a formula that will be applied for all future purchases and sales of the firm's stock. We tell our client founders that candidates are interested in the three "C's": Cost, Compensation and Control. How much will the ownership cost the candidate, what will their compensation be as owners and what kind of control will they have (a say in decision-making). We generally advise clients to start with a small amount of ownership and see how it works. If it works, you can sell more stock.

How do you pitch it to employees?

Bill Mandel: We develop the plan with the owners and then present it to the candidates. We find that our programs have a high degree of acceptance. You start off spending time with the founder going through the road map and putting together a term sheet. Then we sit down with the owner and candidates, discuss the term sheet with them and ask them to go off and talk to their attorneys, spouses and other advisers. And let us know if they want to proceed with the program Once the candidate has indicated a willingness to proceed, we will prepare the legal documents and meet with the candidates to review them. If a program has the right elements and is seen as affordable and beneficial, there is a high likelihood that the candidates will accept it. We also explain the obligations that candidates have to take on, so they understand the risk element in being owners. Rewards of being an owner rarely come without some risk.

Laura Terry Howard: One of the biggest challenges we often face is that we have to show founders that the price paid is going to be fair to them. It might not be as high as if the firm were sold to an outside buyer. They have to look at it objectively, look at the people buying in, recognizing they have other financial obligations—so it has to be affordable to candidates. If it’s not affordable, then no one will buy it. The other big challenge is control of the firm. When we talk to founders, they’ve been controlling their own destiny and aren’t used to giving up control. Ownership transition requires a frank discussion between founders and candidates about changes in leadership and governance after the buy-in.

What are the advantages of having a clearly delineated transition plan in place? 

Bill Mandel: It provides for an orderly transition of ownership and leadership and allows the founder to have partners to share in the responsibilities of running the firm. It’s also an effective method of attracting and retaining key people. It also creates sustainability for the firm. Another benefit is that people who are being recruited for employment by more than one firm are likely to go with the one with an established ownership transition program. 

Laura Terry Howard: It’s all about the talent and intellectual capital and keeping it within a firm. 

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