​From Deloitte:  As the US economy continues to build positive momentum, it’s no surprise that private companies are adjusting their growth strategies to capitalize on a strengthening market for their goods and services. In fact, our most recent survey of mid-market executives last fall showed noticeable upticks across a broad sweep of indicators, from hiring plans to merger activity to global expansion.

From George Isaac via CNBC: Many privately held businesses unwittingly destroy shareholder wealth every year because of two easily reversed flaws.

First, most boards and CEOs focus only on operating entity results. They give priority to issues such as business strategies and plans, financial budgets, organizational issues and major transactions. They often select corporate ROE (return on equity) as a major metric, which is an appropriate element to consider.

From Marc Hodak, Hodak Value Advisors and New York University’s Stern School of Business: The difference between public company and private company compensation plans can be subtle to outsiders. Both tend to offer cash salaries, cash bonus opportunities, and equity awards. Overall pay levels are comparable when adjusting for company size. But these similarities disguise significant differences in how public and private boards approach their respective compensation plans, especially variable compensation and incentives, and their resulting effectiveness.