Get yourself trained on How to Finance with this Online Training How to Finance a Black Women-owned Business in 2019.
Online Training How to Finance a Black Women-owned Business in 2019
Maggie Lena Walker was the first female bank president of any race to charter a bank in 1902. Black women have continued down this path of entrepreneurship. According to one report, “the number of businesses created by black women in the United States alone is up more than 460% over the last 20 years, making them the fastest growing group of entrepreneurs in the nation.”Of course, we’ve known this for some time, and have the track record to prove it. We launched MinorityFinance in 1998 and noted that 65% of the inquiries from the site came from Black women. While others have come along after our launch, we remain active and at the forefront.The key issue then, and now, is money: “according to the Diane Project, black female founders are only able to raise an average of $36,000 in venture funding, while start-ups owned mostly by white males have received on average $1.3 million.” We provide data-based advice and instruction, based on our years of experience, to help you over this hurdle.Our class provides information on the current state of Black women businesses. We provide actionable information you can use to get financing for your business.AGENDA Business Planning Your business credit history: Dun and Bradstreet. Data and Resources for Black women businesses The best non profit, local/state/federal resources Steps in the business financing process Protecting your ideas: intellectual property rights What type of financing products and sources/investors/lenders are best for your business: banks, credit unions, factors, hard money lenders, crowdfunding, credit cards, venture capital, digital currency, ICOs. Why you should seek out venture capital these days. Which ones to go to. How you should approach them.
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Investing in yourself through Learning
As a society, we spend hundreds of billions of dollars measuring the return on our financial assets. Yet, at the same time, we still haven’t found convincing ways of measuring the return on our investments in developing people.
And I get it: If my bank account pays me 1% a year, I can measure it to the penny. We’ve been collectively trained to expect neat and precise ROI calculations on everything, so when it’s applied to something as seemingly squishy as how effectively people are learning in the workplace, the natural inclination is to throw up our hands and say it can’t be done. But we need to figure this out. In a world where skills beat capital, the winners and losers of the next 30 years will be determined by their ability to attract and develop great talent.
Fortunately, corporate learning & development (L&D), like most business functions, is evolving quickly. We can embrace some level of ambiguity and have rigor when measuring the ROI of learning. It just might look a little different than an M.B.A. would expect to see in an Excel model.