Regardless of the industry, companies face the same types of challenges and roadblocks along the path of growth.  In this series we will discuss those issues and how to anticipate them and how to manage them.

The People Who Got You Here are Not the Right People to Move the Business Forward.

Early on when you started this business you probably hired people you knew and thought you could trust. They may not have been subject matter experts, but they had some general knowledge of the duties and tasks involved in the job for which they were being hired. The intent was they would learn the business and grow with you.

When you grow and have somewhere around 7-11 employees, you can no longer touch and supervise everyone in your organization. Unless you, the business owner are ok with managing the business instead of growing the business with value adding activities. It will be necessary to add management to support some of the operational functions. Who will you trust to take over those duties? Do you have someone in the organization with the skills and abilities to manage a team? Do you have anyone who exhibits leadership skills? Hopefully yes, but chances are the answer is no.

It is time to begin to build a management team. Do you take a chance on existing staff? Do they potential?  Is it time bring in someone with experience? If you bring in experienced staff from the outside, will your current staff embrace the change, or leave?

These are the types of elephants in the organization that impede progress. The uncertainty of individuals futures  with a company create an environment of speculation and fear, and perhaps discontent. When you decide to buy or grow talent in your organization, it is critical to have those discussions first with the individuals and then with the entire team, no matter how difficult.

When working with clients of this size we spend a considerable amount of time  determining  the potential of the current staff and find what development opportunities are necessary of that  staff,  as well as benchmark how top performers will be hired and measured.  How will you communicate the when and how new management and leaders will be added to the team?

We have a variety of tools to identify communication styles that lead to improved quality of communication, skills and abilities and how to best reward top employees. We use these for assessing potential hires as well as how to build capabilities of the current staff.

The goal is a drama free zone, where everyone can thrive. Let’s recognize the elephants in the room, and discuss them before they become an impediment to growth.