Teach the team the score.
Every day your supervisors make financial decisions without knowing it — scheduling, scrap, discounts, overtime. Show them how the business actually makes money, and watch those thousand small decisions start pointing the same direction.
Open the books a crack
Owners keep financials private for good reasons — but total opacity has a cost: employees who think a $2 million revenue line means the owner takes home $2 million, supervisors who burn margin on overtime because nobody showed them the math, and pay conversations built on fantasy numbers.
Financial literacy training shares mechanics, not your private statements: how revenue becomes (or fails to become) profit, what a percentage point of margin means in this industry, why cash timing can strangle a profitable business. Fluency changes behavior — and it tends to build gratitude, not resentment.
What changes
Supervisors weighing decisions in margin terms; scrap, overtime, and discounting questioned by the people closest to them; saner pay conversations.
How we track it
Overtime and scrap trends after training, margin on supervisor-priced work, participation in cost-improvement suggestions.
Where it shows up
A thousand daily decisions tilting profitable; a leadership pipeline that can eventually run a department's budget; a culture where the numbers aren't a rumor.
Fluency in four sessions
How money moves
Revenue to gross margin to overhead to profit — with industry-realistic numbers, so the $2M-equals-rich myth dies in the first hour.
The price of waste
What an hour of overtime, a botched job, or a 5% discount actually costs — computed live on scenarios from your operation.
Cash is different
Why profitable companies bounce payroll: timing, receivables, and the seasonality everyone feels but nobody graphs.
The manager's lens
Reading a simple department scorecard, budgeting basics, and the questions a numbers-fluent supervisor asks before deciding.
Every engagement runs the same way: conceptual agreement on objectives, measures, and value — then one proposal, three options, one fixed fee.
See how we engageAn illustrative engagement
Composite scenarios drawn from the kinds of situations we work on. Details altered; client identities not used.
- Objective
- Cut the overtime and materials waste that supervisors treated as free, without turning the culture punitive.
- Measures
- Overtime hours per crew, material scrap rate, supervisor-initiated savings suggestions per quarter.
- Value
- The waste conversation moved from the owner nagging to supervisors competing — because they finally saw the same scoreboard.
Illustrative composites for explanation of method — not statements of past performance, and not a guarantee of results.
Grounded in peer-reviewed research
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The landmark review: financial literacy strongly relates to planning, saving, and avoiding costly money mistakes.
Lusardi & Mitchell (2014) — “The Economic Importance of Financial Literacy: Theory and Evidence,” Journal of Economic Literature, 52(1). doi.org/10.1257/jel.52.1.5
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Honest meta-analysis: financial education works best when it is specific, timely, and tied to decisions at hand — which is how we build it.
Fernandes, Lynch & Netemeyer (2014) — “Financial Literacy, Financial Education, and Downstream Financial Behaviors,” Management Science, 60(8). doi.org/10.1287/mnsc.2013.1849
Research informs our methods. Findings describe study populations — not a promise of results for any engagement.
Stephen Velasquez
Founder-owner of ZipHealthy for ten years — profitable, with no outside capital — and a former technology-product executive at Amazon, Microsoft, Walmart, and the U.S. Department of the Treasury. The advice you get has been paid for with the advisor's own payroll, and stress-tested at Fortune 1 scale. Every engagement is led personally, start to finish.
Asked by owners, answered directly
No. The program teaches mechanics on realistic industry numbers; you choose what, if anything, to disclose. Many owners share percentage trends after the training — by then the team can read them responsibly.
An optional module covers personal financial wellness — budgeting, debt, retirement basics — which many NWA employers add as a benefit. It's taught with the same plain-English, no-product-pitch standard.
A Cornell MBA who owns and operates a business in this corridor — so the examples come with the scars attached, and the questions get answered from experience rather than a textbook.
Put everyone on the same scoreboard.
One conversation with the principal — no pitch deck, no junior associate, no obligation. If we can help, we'll show you exactly how we'd measure it. If we can't, we'll say so.
Prefer the phone? (479) 259-1390 · 240 S Main St, Suite #270, Bentonville, AR 72712
Most of our clients come to us by referral from other Northwest Arkansas owners. If someone sent you here — tell us who, so we can thank them.