Do You Have a Vision to Grow and Prosper Beyond the Start-Up, Ramp Up Stages of Growth?
Stage 4 is all about internal focus, internal processes and finding professional managers who know how to get work done through people and processes.
Do you know the reason employee turnover is one of the challenges in Stage 4? Because people will leave if you don’t have strong, experienced managers in place. It is a well-known fact that people quit managers, not companies. It is essential that you provide employees with managers who know how to manage the work of the company, as well as manage your people. Otherwise, they will become frustrated and leave.
Managing is a tough job and people are not automatically good managers because they are good at their current job particularly if you are growing rapidly. Attempting to turn a great employee into a great manager can end badly unless you get the answers to these critical questions upfront.
1. Does the person WANT to be a manager of people? Are they striving for that goal?
2. Does the person UNDERSTAND the role a manager plays in the development of people and processes?
3. Does the person have the DESIRE to help people succeed?
4. Does the person know how to BUILD systems to gain efficiency of scale (especially if as the company grows rapidly)?
Please note that these are “binary” questions that you may simply answer “yes” based on subjective observations. However, it is essential to recognize the blind-spots and strong biases CEOs may have based on their personal experiences and preferences.
For that reason it is essential that you implement a Talent Management System that includes objective, validated assessments that can accurately measure the talent requirements of a specific job and the talent (behaviors, motivators, and soft, aka: essential skills) of candidates for the job.
The Four Rules That Govern The Stages of Growth
The chart below illustrates the 7 Stages of Growth based on number of employees. James Fischer, author of the book Navigating the Growth Curve, defines the stages of growth by number of employees which is shown to create complexity. CEOs must be aware of the following rules:
1. The movement from one stage of growth to another begins as soon as you cross the threshold with additional employees.
2. What you don’t get done in a specific stage of growth does not go away.
3. Time will make a difference if you are growing slowly. Whereas, rapid growth can leave unaddressed challenges that still need to be addressed.
4. If you aren’t growing, you are dying. Even in a down economy when revenues tend to shrink, there are areas of improvement and growth a company can focus on.
The CEO of a Stage 4 company or has a vision to become one you must focus on two issues:
1. Implementing a talent management system that . . .
2. Accurately discover and anticipate the challenges and hidden agents that can derail your enterprise.
Begin by answering these questions, How many employees do you have today? How many employees did you have 12 months ago? How many employees do you plan to have 12 months from now?
Based on your answers, what is your rate of growth? Rapid growth means you must address the challenges of your current stage along with any challenges not addressed in the last stage, and prepare for the challenges waiting at your next stage.
Set aside 10-15 minutes and complete the online online growth stage questionnaire.
Then, Schedule a Phone Strategy Debrief Session With Me
You and I will identify the top challenges you are facing in your current stage of growth, determine if there are any unfinished issues from a previous stage, and how to best prepare for your next stage of growth.
You may also request information about the Total Talent Management System by sending an email to [email protected] or click reply to this post with TTMS in the subject line.