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Payroll Excel Template, Makati (2026)

16/03/2026

HOW TO ANALYZE A BALANCE SHEET ⚖️

What is a balance sheet?
A balance sheet shows what a company owns and owes.
Think of it as a company's net worth statement.

🔢 Balance Sheet Formula:
Assets = Liabilities + Shareholders’ Equity

📸 Snapshot in Time:
A balance sheet shows the financial position at a specific point in time.

💰 Assets – What the Company Owns
Two categories:
→ Current Assets: Used or converted to cash in < 1 year
→ Non-Current Assets: Used or held for > 1 year

💳 Liabilities – What the Company Owes
Two categories:
→ Current Liabilities: Obligations due < 1 year
→ Long-Term Liabilities: Obligations due > 1 year

🤑 Shareholders’ Equity – The Company’s Net Worth
The dollar amount that would be returned to shareholders if the company were liquidated.

🔎 How to Analyze a Balance Sheet – Key Questions

1️⃣ How much cash does the company have?
2️⃣ Are there any accounts receivable?
3️⃣ Is there goodwill? How much?
4️⃣ What are the biggest liabilities?
5️⃣ Does the company have debt? What kind?
6️⃣ Is there any preferred stock?
7️⃣ Are retained earnings positive and growing?
8️⃣ Is there any treasury stock?

🇳🇺 Yellow Flags to Watch For

⚠ Cash & Cash Equivalents: Less than total debt
⚠ Accounts Receivable: Growing faster than revenue
⚠ Inventory: Rising faster than profits
⚠ Goodwill: > 50% of total assets
⚠ Intangible Assets: > 50% of total assets
⚠ Short-term & Long-term Debt: Exceeds cash
⚠ Preferred Stock: Should generally be none
⚠ Retained Earnings: Negative balance

A strong balance sheet analysis can help you spot financial health, risks, and opportunities—before making decisions.

16/03/2026

You can’t build monthly retainers by solving just one problem.

Premium consultants know when to switch hats.

Business owners never run out of challenges.

As one problem gets solved, another one appears.
Situations evolve. Priorities shift. New obstacles emerge.

Consultants who understand this — and can adapt — are the ones who keep premium clients long-term.

That doesn’t mean you need to suddenly become an expert in ten different fields.

Instead, look at the expertise you already have and how it can support different areas of a business.

The key is knowing when to step into different roles.

Here are 6 hats great consultants wear:

1️⃣ Strategist – See the bigger picture
↳ Example: You help a client focus on the one revenue stream that will drive the most growth.

2️⃣ Teacher – Simplify decisions with frameworks
↳ Example: Instead of solving the same issue every quarter, you build a system the team can run on their own.

3️⃣ Connector – Open doors to the right people
↳ Example: A client struggles to find the right hire. One introduction you make changes the trajectory of their team.

4️⃣ Problem Solver – Bring clarity during chaos
↳ Example: When an urgent issue appears, you step in with a calm and practical solution.

5️⃣ Advisor – Offer perspective leaders can’t always see
↳ Example: You challenge whether decisions are being made based on assumptions or real data.

6️⃣ Encourager – Remind clients of their progress
↳ Example: During difficult moments, you highlight how far the business has already come.

When you wear only one hat, your value ends when the problem is solved.

But when you can switch between roles and support the business in different ways, you become far more valuable.

That’s when clients stop seeing you as a service provider…

…and start seeing you as a trusted partner.

And that’s how premium retainers are built.

16/03/2026

13 Phrases to Handle Disrespect

When someone cuts you off,
shrugs at your ideas,
or throws shade at your work…

Your first instinct might be to snap back.

Or to stay silent and absorb it.

Both reactions are understandable.

But neither really solves the problem.

A stronger approach:

↳ Take a breath before responding
↳ Keep your voice calm and steady
↳ Use clear words that set a boundary

Here are 13 phrases you can rely on:

1️⃣ “I won’t accept being spoken to that way.”
↳ Reclaims your respect and sets a clear boundary.

2️⃣ “You’ve cut me off several times now.”
↳ Calmly points out the pattern and helps reclaim your space.

3️⃣ “Can you explain what you meant by that?”
↳ Places the responsibility back on them to clarify.

4️⃣ “I treat you respectfully, and I expect the same.”
↳ Sets a clear expectation for mutual respect.

5️⃣ “If this continues, I’ll have to step away.”
↳ Establishes a boundary and a consequence.

6️⃣ “Let’s keep this professional.”
↳ Redirects the conversation to workplace standards.

7️⃣ “You’re crossing a line here.”
↳ Clearly signals that the behavior isn’t acceptable.

8️⃣ “That remark wasn’t necessary.”
↳ Calls out the behavior without escalating the conflict.

9️⃣ “I’m not here to be treated this way.”
↳ Reinforces your right to respect.

🔟 “I won’t continue this conversation if this keeps happening.”
↳ Creates a firm and direct boundary.

1️⃣1️⃣ “Let’s focus on the issue, not personal attacks.”
↳ Redirects the discussion to the real topic.

1️⃣2️⃣ “I’ve listened to your side—here’s how I see it.”
↳ Shows respect while confidently sharing your perspective.

1️⃣3️⃣ “We can disagree and still be respectful.”
↳ Encourages healthy discussion without hostility.

We’ve all experienced moments where someone talked down to us.

What matters most is how we respond.

Calm boundaries often speak louder than anger.

Which line would you use first?

16/03/2026

You don’t earn a 6-figure offer by being the smartest in the room.

You earn it by being ready.

Most interviews are lost in the first few seconds.

Not because of skill.

Because of signals.

One rushed answer.
One defensive tone.
One joke that lands wrong.

And the room shifts.

Usually it happens because:

➤ You’re nervous
➤ You prepared facts, not stories
➤ You’re trying too hard to impress

Here’s how to win the interview instead:

➀ Pause before you answer
Silence feels long to you, but not to them.

➁ If you misspeak, correct it quickly
Clarity builds trust.

➂ Bring every answer back to value
Always ask yourself: How does this help them?

🔴 Avoid these mistakes:

✘ Complaining about past leaders
✘ Saying “I don’t know” and stopping there
✘ Discussing salary too early
✘ Saying “It’s on my resume”
✘ Using slang or filler words

🟢 Simple phrases that work well:

✓ “Thank you for taking the time today.”
✓ “I noticed your team is focused on X.”
✓ “Here’s a quick example from my experience.”
✓ “What would success in this role look like?”
✓ “Happy to expand on that if helpful.”

📌 How to prepare:

➤ Write down 3 wins that match the role
➤ Turn each one into a short story
➤ Practice saying them out loud

🟡 Before your next interview:

➀ Rewrite one weak answer
➁ Practice a calm pause
➂ Prepare one clear closing line

Six-figure roles usually go to people who make the decision easy.

Calm.
Clear.
Helpful.

That’s what gets you hired.

16/03/2026

Chaos at work is rarely random.

Most of the time, it’s chaotic leadership.

And everyone feels it.

If your week constantly feels messy, your system might be missing.

I don’t blame the team first.

I check the leader’s systems.

No systems.
No clarity.
No trust.

You don’t need more hype.

You need a repeatable system.

Here’s the Leadership User Manual I use daily, weekly, and monthly.

🌟 Daily (Win the day)
• Align tasks with the bigger vision
• Cut the noise. Focus on real impact
• Track progress clearly
• Listen carefully and fix confusion fast
• Stay steady and resolve conflicts early
• Make decisions using data
• Recognize wins and coach in real time

🌟 Weekly (Build momentum)
• Review wins and adjust strategy
• Run check-ins focused on blockers
• Share updates to build transparency
• Address tension and develop emotional intelligence
• Review decisions and learn quickly
• Apply the 80/20 principle
• Hold 1:1 meetings and clarify next steps

🌟 Monthly (Upgrade the system)
• Audit progress and reset direction
• Align teams around priorities
• Review communication gaps
• Strengthen resilience within the team
• Refine decision-making and risk management
• Update goals and development plans

🌟 Try this this week:

1️⃣ Pick one category to improve
2️⃣ Add one daily leadership habit
3️⃣ Add one weekly review
4️⃣ Run one monthly reset

Structure builds trust.

And when your systems become clear,
your culture improves too.

16/03/2026

Top 20 KPIs Every Business Professional Should Know 📊

Key Performance Indicators (KPIs) help measure how well a company is performing financially and operationally.

Here are 17 essential KPIs you should understand:

1️⃣ Return on Equity (ROE)
Shows how much profit a company generates using shareholders’ money.
→ Net Income / Total Equity

2️⃣ Debt-to-Equity Ratio
Measures how much of the company is financed through debt compared to equity.
→ Total Debt / Total Equity

3️⃣ Working Capital Ratio (Current Ratio)
Shows the company’s ability to pay short-term obligations.
→ Current Assets / Current Liabilities

4️⃣ Net Profit Margin
Percentage of revenue remaining after all expenses and taxes.
→ Net Income / Revenue

5️⃣ Gross Profit Margin
Percentage of revenue left after deducting the cost of goods sold.
→ (Revenue − Cost of Goods Sold) / Revenue

6️⃣ Accounts Receivable Turnover
Measures how effectively a company collects payments from customers.
→ Net Credit Sales / Average Accounts Receivable

7️⃣ Accounts Payable Turnover
Shows how quickly a company pays its suppliers.
→ Total Supplier Purchases / Average Accounts Payable

8️⃣ Invoice Processing Time
Measures the efficiency of the accounting team in processing invoices.
→ Total Invoices Processed / Total Time Spent

9️⃣ Fixed Asset Turnover
Shows how effectively fixed assets are used to generate revenue.
→ Revenue / Net Fixed Assets

🔟 Inventory Turnover
Indicates how many times inventory is sold and replaced during a period.
→ Cost of Goods Sold / Average Inventory

1️⃣1️⃣ Revenue Growth
Measures how much revenue has increased compared to the previous period.
→ (Current Revenue − Previous Revenue) / Previous Revenue

1️⃣2️⃣ Market Share
Represents the company’s portion of total industry sales.
→ Company Sales / Total Market Sales

1️⃣3️⃣ Employee Productivity
Measures the efficiency and output of employees.
→ Total Productive Hours / Total Worked Hours

1️⃣4️⃣ Innovation Index
Evaluates how much revenue comes from new products or services.
→ Revenue from New Products / Total Revenue

1️⃣5️⃣ Brand Equity
Measures the value and strength of a brand in the market.
→ Brand Awareness × Brand Perception × Brand Loyalty

1️⃣6️⃣ Market Expansion
Shows how successful the company is at entering new markets.
→ Revenue from New Markets / Total Revenue

1️⃣7️⃣ Sustainability Metrics
Measures progress toward sustainability or ESG goals.
→ Sustainability Goals Achieved / Total Sustainability Goals

📊 The last 3 KPIs are shown in the infographic below.

Understanding these KPIs helps managers, accountants, and investors evaluate performance, manage risk, and make better strategic decisions.

16/03/2026

Selling shouldn’t feel like begging.

If it does… something is off 😅

We use a quick “pressure check.”

If you notice these signs, you might be pushing too hard:

✘ People stop opening your emails
✘ People stop replying after you send your offer
✘ You hear “Maybe later” or “Not right now” a lot
✘ You’re doing most of the talking
✘ You lead with price instead of value

That’s usually not a you problem.

It’s a timing and trust problem.

So here’s how to sell ideas without sounding like a human pop-up ad.

10 simple ways to get a “yes” without pressure

1️⃣ Teach first
Share one helpful tip before mentioning the offer.

2️⃣ Ask better questions
Find out what they’re struggling with.

3️⃣ Share a quick story
Explain how you helped someone in a similar situation.

4️⃣ Show real proof
Use screenshots, results, or testimonials.

5️⃣ Give a small freebie
A checklist or mini guide works great.

6️⃣ Use honest urgency
Mention real deadlines or limited spots calmly.

7️⃣ Keep it casual
Write the way you speak. Avoid salesy language.

8️⃣ Let them talk more
Ask, listen, then pause.

9️⃣ Make it easy to say yes
Give one clear next step.

🔟 Still help even if they say no
Providing value today keeps doors open tomorrow.

So when is the right time to offer?

Here are 5 simple timing plays:

➊ They don’t know you yet
Start with value. Share a tip, then ask if they want more.

➋ They already know you
Send a simple reminder or message.

➌ They know and trust you
Discuss goals and plan the next step together.

➍ They don’t know you + big offer
Show how it works first. Invite questions. Don’t push.

➎ Best approach:
Stay flexible and read the room.

Because selling isn’t about following a script.

It’s about understanding people.

Try this 10-minute action plan today:

✓ Share one helpful tip your audience can use right now
✓ Ask one question that uncovers the real problem
✓ Show one proof or result
✓ Offer one simple next step to respond
✓ Then stop and let them come to you

If selling has felt heavy lately,
it’s usually not your idea.

It’s how the idea is being introduced.

Less pressure.
More value.
Better timing.

16/03/2026

Some seasons don’t need motivation.
They need a better question.

When you feel off, try this instead of spiraling:

1️⃣ When you’re blaming yourself
Own what’s yours. Release the rest.
Tell yourself: Growth doesn’t require shame.
Ask: Am I improving… or just attacking myself?

2️⃣ When you feel numb
Don’t wait to feel inspired.
Take one small action that moves you forward.
Tell yourself: I’ll act first. The feelings can catch up.
Ask: Is this burnout, boredom, or something deeper?

3️⃣ When you feel “not enough”
Write down three wins. Even small ones count.
Remind yourself: I’ve handled hard things before.
Ask: What have I already survived?

4️⃣ When anxiety gets loud
Name the fear out loud.
Then move your body.
Tell yourself: I can be scared and still take action.
Ask: What am I avoiding right now?

5️⃣ When you feel stuck and alone
Choose one simple action you can control.
Tell yourself: This is a pause, not the end.
Ask: Where do I still have a choice?

6️⃣ When you’re ready for change
Use what you already know.
Help someone solve one small problem.
Ask: How can I be useful today?

🔜 If you want a reset this week:

➺ Pick the feeling you’re in
➺ Answer the question attached to it
➺ Take one small action within 24 hours
➺ Repeat tomorrow

You don’t fix your life in one giant leap.

You shift it through small, honest moves.

Which one are you sitting with right now?

16/03/2026

12 Brutal Career Truths

Credits to Ryan Yockey — make sure to follow!

1️⃣ Hard Work Isn’t Enough
→ Results need to be seen. Advocate for yourself—quiet efforts often go unnoticed.

2️⃣ Loyalty Won’t Always Pay the Bills
→ Companies are loyal to results and profits. Always protect your own growth and future.

3️⃣ Your Job Title Is Temporary
→ Focus on building valuable skills, not just titles. Skills create long-term value.

4️⃣ Your Boss Isn’t Always Right
→ Leaders are human too. Respectfully challenge ideas when it truly matters.

5️⃣ Networking Is Non-Negotiable
→ Skills matter, but connections often open the doors to opportunities.

6️⃣ Burnout Is Not a Badge of Honor
→ Working non-stop isn’t success. Work smart and protect your energy.

7️⃣ Comfort Zones Kill Growth
→ Growth begins where comfort ends.

8️⃣ Feedback Is a Gift
→ Even tough feedback can help you improve. Learn from it.

9️⃣ You’re Always Replaceable
→ Focus on creating real impact. Impact is what people remember.

🔟 Perfection Slows You Down
→ Progress beats perfection. Done is better than perfect.

1️⃣1️⃣ Career Progress Isn’t Linear
→ Side steps, failures, and pivots often lead to the biggest breakthroughs.

1️⃣2️⃣ No One Will Hand You Success
→ Take ownership. Seek opportunities. No one will care about your career more than you do.

Reality Check:
Careers are messy, challenging, and unpredictable. But the truth is—you have more control than you think.

Which of these truths hits hardest for you?

16/03/2026

What is Return on Equity (ROE)?
And what does it tell investors?

Return on Equity (ROE) is a financial ratio that shows how effectively a company uses shareholders’ money to generate profit.

In simple terms, it answers this question:

“How much profit does the company generate for every dollar invested by shareholders?”

When a company has a high ROE, it usually means the business is efficient at turning investments into profits.

How is ROE calculated?

ROE uses two key numbers:

• Net Income – the profit left after all expenses and taxes are paid
• Shareholders’ Equity – the total money invested by shareholders plus retained earnings

The formula is:

ROE = Net Income ÷ Shareholders’ Equity

Example

Suppose Visa reports:

• Net Income: $19 billion
• Shareholders’ Equity: $39 billion

ROE = 19 ÷ 39 = 0.48 or 48%

This means that for every $1 invested by shareholders, the company generates $0.48 in profit per year.

Why do investors care about ROE?

Investors closely watch ROE because it shows how effectively management uses shareholder capital to grow the business.

A consistently high ROE can indicate:

✔ Strong management
✔ Efficient use of capital
✔ Higher potential for long-term growth

However, ROE should always be compared within the same industry, because different industries operate with different financial structures.

Important reminder

ROE is helpful, but it’s only one piece of the puzzle.

Investors should also consider:

• Company debt
• Market trends
• Competitive position
• Overall economic conditions

Smart investing means looking at the full financial picture, not just a single ratio.

16/03/2026

Letting someone go doesn’t make you the villain.

Keeping them in the wrong seat does.

Right now, there’s probably someone on your team who isn’t performing the way they should.

You’ve known it for a while.
But you haven’t done anything about it yet.

Why?

Because you like them.
Because it feels brutal.
Because there’s never a “good time” to have that conversation.

But hoping things will magically improve is just wishful thinking.

And the longer you wait, the more it costs everyone:

• The team who sees it happening
• The business carrying the weight
• And the person who deserves to be somewhere they can actually thrive

Here’s the truth:
The conversation you’ve been dreading is almost never as bad as the version you’ve been rehearsing in your head.

Most leaders say the same thing afterward:

“I should have done that sooner.”

If you need a fair and clear process, try this:

1️⃣ First, check if it’s actually a fit problem.
Ask yourself:
• Do they genuinely share the company’s values?
• Do they understand the role, want the role, and have the ability to do it?
• Have you clearly communicated your expectations?

If the answer is no, this isn’t underperformance.
It’s a mismatch — and no amount of managing will fix that.

2️⃣ Follow the Three-Strike Rule

Strike 1: Have an honest conversation. Be direct and give them 30 days to improve.

Strike 2: No real change? Have the conversation again. Same expectations, same timeline.

Strike 3: If nothing changes, the decision has already been made. You’re simply executing it.

Most people don’t even reach Strike 3.
When expectations are clear and standards are real, the wrong fit often chooses to move on.

3️⃣ When you have the conversation, keep it human

• Get to the point quickly
• Give one or two clear reasons
• Don’t negotiate the decision — only the transition if needed
• Acknowledge their contributions if it’s genuine
• Provide a clean exit and clear timeline

Then watch what happens.

The people who have been doing the right work will come to you.

They’ll say thank you.

And some of them will probably ask what took you so long.

15/03/2026

(Confession: I’m embarrassingly obsessed with shows like this.)

❌ The betrayals.
🤝 The fake alliances.
⚠️ The wild accusations.

It’s pure entertainment…

But it’s also a **cognitive bias masterclass.**

Because every episode shows the same **mental traps that quietly sabotage team decisions at work.**

And the truth is…
These same biases show up in **your Monday meetings too.**

Here are **6 hidden biases that quietly destroy team decisions:**

**1️⃣ Groupthink**
Bad ideas survive because **no one wants to disagree**, especially when everyone else is already nodding.

**2️⃣ Shared Information Bias**
Teams spend most of the time discussing what **everyone already knows**, while the most valuable insight stays unspoken.

**3️⃣ The Abilene Paradox**
People agree to plans they **privately dislike**, assuming everyone else supports the idea.

**4️⃣ The Bandwagon Effect**
One confident voice speaks… and suddenly the whole group **follows the momentum**, even if the idea is weak.

**5️⃣ Social Loafing**
The larger the group, the **less individual effort people put in**. Responsibility becomes blurred.

**6️⃣ Authority Bias**
Once the most senior person speaks, others often **adjust their opinions to match the hierarchy.**

These biases **don’t look dangerous.**

But they quietly **derail better thinking, better decisions, and better outcomes.**

The smartest teams aren’t the loudest ones.

They’re the ones that **know how to challenge their own thinking.**

Payroll Excel Template

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