When your heater blinks a light at you, it’s like it’s trying to have a conversation in its own secret language. Each blink is a message, and decoding it can help you figure out what’s going on. Here’s a simple guide to understanding the blinking lights on your furnace:

Count the Blinking Lights:

The number of blinks often carries a message. Take note of how many times the light blinks in a row.

Check the Pattern of the Blinking Lights:

Is it a steady blink, or is there a specific pattern? Sometimes, the rhythm of the blinks is the key to understanding the message.

Refer to the Manual about the blinking lights and your furnace:

Your furnace’s manual is like its dictionary. It usually has a section that decodes the blinking light patterns. Look for a troubleshooting or diagnostic section in the manual. If you can’t find the manual for your furnace, look on the backside of the cover of your furnace as it may be placed there for easy reference. 

Search Online:

The internet is a treasure trove of information. If the manual is nowhere to be found, try searching online for your furnace’s make and model along with “blinking light codes.” You might find forums or guides with the information you need.

Contact us at Gibbon Heating:

If all else fails, don’t hesitate to contact Gibbon’s Heating & Air Conditioning. We’re here to help and can guide you through the meaning behind those blinking lights.

Remember, it’s like your furnace’s way of saying, “Hey, something’s up, but I’m trying to tell you what it is!” So, the next time your furnace blinks at you, consider it a little chat in its unique language, and you’ll be on your way to a warmer, cozier home.

See more of Gibbons Air Conditioning Articles and Tips here.

1. How was the greeting/ welcome/ call answered? Very friendly, warm, and professional. 

2. Appearance of the store/staff and showroom? The showroom has an industrial feel/factory look - it could be improved to be more retail-looking, but I’m guessing most customers don’t really care about that. 

3. Product/industry knowledge of staff? Excellent - expert, in fact - they listened and were able to interpret what I asked for, and they were able to make it exactly as I imagined it.  

4. If a quote was required, was it well laid out/ clear? Yes.

5. Did they ask where you found them? No, I have been a customer for a long time.

6. Overall experience 1-10. 10

7. Would you return as a customer/ recommend them to close friends? Yes.

8. Did anyone stand out as exceptional? If so who? Why? Trevor and the other guy are exceptional- tech guys sometimes are awkward with customers - but not in this case.  

How was the process if you made a purchase/booked a job? If so, refer to the Trusted Guarantees and give an overall mark on each if applicable.

I did buy a custom case

TRUSTED GUARANTEES

Saskatoon Bag & Case Is Your Trusted Saskatoon Speciality Bag & Case Store!

Whether it’s a well-loved breakfast diner that feels like the hub of the community or a factory that manufactures safety shoes and work gloves, creating and growing a small business is incredibly rewarding and requires a lot of hard work. After toiling long hours to become successful, most owners want the business to continue thriving long after they step away.

A carefully crafted succession plan is important to any successful small business. It can help you clearly identify your company’s goals, protect the business's legacy, plan for the unexpected, and prepare for the financial security of your family and employees. The planning process can feel overwhelming at first, but carefully considering all aspects of your business is time well spent.

GETTING STARTED

There’s no time like the present. Succession planning can clarify how you visualize your future success, even if you just opened the doors to your business. Planning helps you narrow down your goals and objectives, identify the right person to take over one day and prepare for financial setbacks.

Bob Labrecque, a succession planning consultant with Manulife Securities, says business owners often wait too long to begin the planning process, starting when they’re only three or four years away from retirement. “A good succession plan is a five-to-10-year strategy of building the business, and then transferring ownership while it’s in a growth phase – not in a maturity or a declining phase,” he says. “And you want a team of experts in place to help make this happen. An advisor is a key member of this planning team.”

The first step in developing a business succession plan is to self-reflect and ask yourself some critical questions. Consider the following:

1. When would you like to retire or step back from running the business?
2. What kind of future would you like to see for your business?
3. Do you have a successor in mind with a mentoring plan in place?
4. Are there any weaknesses in your current business operations that must be addressed?
5. What is your plan for handling unexpected events, such as illness, financial difficulties, or the retention of top employees?
6. Do you have a team of financial and legal experts to help you with the planning process?

ESTATE PLANNING AND TAXES

Even though running a successful business can occupy your full attention, looking at the bigger picture and how a business succession plan dovetails into your personal plans is essential. An advisor can help determine a company's financial value and opportunities for growth and also help with retirement and estate planning.

A business owner hoping to step down must plan for adequate retirement income to maintain his or her desired lifestyle, put a savings plan in place to cover future expenses such as a child’s education, and set up life and disability insurance plans so loved ones are well cared for in the event of severe illness or death – all while maximizing tax-planning opportunities.

MANAGING EMOTIONS

As you are getting your succession plans down on paper, don’t discount the emotional impact that this major life event might have on you and the entire organization. Labrecque says leaving can be very difficult and emotional for many business owners.

 “Quite often, for a first-generation business owner, this is their baby, and there can be strong protective feelings that nobody else can do what they do.” 

Owners have some crucial decisions to consider:

• Take an honest look at who can lead the business and compile a short list of candidates
• Create a succession team to help navigate the financial, legal, and human resource aspects of the transition
• Explore new opportunities for the organization to ensure continued strength and growth
• Establish a co-lead to allow the current owner to begin stepping back into a lesser role

If the intent is to transition the business within the family, a specialist called a family facilitator might also be helpful. 

“Family transfers are the most complicated because they involve not only the business but the family dynamics,” says Labrecque. “Families also need to have honest discussions about whether children even want to take over the family business. They may want the money and the lifestyle but do they find the work interesting?”

WINDING DOWN

As a business owner prepares for retirement, there might still be an opportunity to stay involved and active but at a slower pace. A step-down approach is possible, where the ownership is transferred, but the owner stays on in a limited capacity for a set duration to help with the transition. After a lifetime of work, the boss can gradually ease into retirement rather than giving up everything all at once.

Succession planning can be a rewarding process that sets the tone for your business's overall success. For more information about getting started on a succession plan, please contact Wiegers Financial & Benefits to speak with one of our experienced advisors.