Profile Sections – The Seven Dimensions

Each section of the MCP corresponds to a specific dimension of hearing care practice ownership or management. This influences the value AGI Membership creates for an individual Candidate and the additional value that the Candidate’s business would bring to AGI as a whole.

The seven dimensions carry their own weightings in the Member Selection Process, and may change periodically as the Group evolves and management adapts its recruiting priorities. This is in response to emerging strengths and weaknesses in the organization.

1. Background
   Inquires about Candidates’ managerial and professional experience. Irrespective of a business’ current performance, its future success as an independent business and as part of AGI ultimately depends on the owner’s own commitment, talent and experience.
2. Personal, Professional, and Financial Goals
   Asks Candidates what they want to accomplish for and through their businesses. An integrated view of personal, professional and financial goals provides an objective basis for discussing whether an equity interest in AGI makes sense for potential Members and for the Group.
3. Business’s Finances
   Includes questions that will allow AGI to forecast how much (and in what ways) Candidates’ businesses are likely to benefit from Membership. A solid financial foundation plays a key role in determining how and if AGI can help achieve a potential Member’s goals.
4. Business’s Operations
   Asks Candidates to describe elements of the organization, processes and systems that support their businesses. An operational snapshot suggests where AGI could help improve performance by introducing best business and shared technology platforms.
5. Business’s Sales and Marketing
   Inquires about Candidates’ experience with leading manufacturers in specific areas. A quarterly scorecard helps AGI manage relationships with its strategic supply partners over time to ensure that Members receive the highest quality products, service and support.
6. Staff and Training
   Includes questions about the Candidate’s human resource support structure and existing employee training programs. Attracting and retaining quality staff is a key component to AGI’s success structure. Our sound human resource practices and programs facilitate a practice’s foundation.
7. Exit Strategy
   Asks for Candidates’ perspectives on what the practice should do to maximize the value of their business. Clear communication about priorities and expectations helps AGI develop unique succession plans that ensure long-term financial gains.