Businesses are a lot like life, and they go through various stages.  They are born, grow, mature, decline and die.  That said, for example, in 1526 (250 years before the Declaration of Independence),and not long after Ponce de Leon’s failed quest for the fountain of youth, an already well known weapon’s maker, Bartolomeo Beretta, was recorded payment by the Arsenal of Venice to make 185 arquebus barrels; and the accepted birth date of what is now known as Fabbrica D’Armi Pietro Berretta S.p.A., and the “Berretta” handgun remains renowned throughout the world, thus suggesting that for a corporation, its “death” may not be quite so inevitable.  SFH’s goal is to assist management in its corporate quest to find that fountain of youth, and if necessary, seek to reverse its decline.

Crucial to that long-life is for business management to maintainprofitability and viability of the corporate structure, with a critical element being effective succession planning, by identifying and advancing key personnel; which is another goal of SFH.

However, to reach that stage, an employer must have personnel who are energized, motivated and forever looking for the opportunities for growth, be they within or without the organization – viewing their efforts as ones of “ownership.”  SFH sees this as the paramount organizational goal, and necessarily that cycle of employment to achieve that “ownership” feeling as the focus of its efforts.