Culture of Growth

What’s keeping you from growing your business to the size and profitability you want? Has your growth been slowed by things that keep dogging you? How can you smash through those barriers and move to the next level?

Here’s what I hear all the time from owners:

— You’re a solopreneur, and you want to grow beyond what you can handle by yourself.entrepreneurial vision

— You have a handful of employees, but everybody’s reporting to you, driving you to a frazzle.

— You’ve got managers, but you’re still running day-to-day operations, and you’d love to hand this off to a trusted top manager, to free you up to focus on growth—and a vacation!

If you’re nodding your head yes to any of these, check out our free webinar, Smash Through the Top 10 Barriers to Growth, on June 4.

I’m doing it jointly with two other small business experts: attorney Nancy Lewellen and productivity consultant Rosie Aiello.

Here are the details.On that page, scroll down to see the 10 barriers we will cover.

I will focus on three areas:

1. Management style for growth. Make sure you’re not the bottleneck to your company’s growth.

2. Profitability. See how you stack up against the 12 Principles of Profitability.

3. Marketing & Sales. Make sure your Magic Chain of Marketing has no missing links.

This free webinar will be an exciting tune-up for you, to help you quickly discover ways you can overcome your own growth barriers.

Check it out and sign up now while you’re thinking about it.

Call me at 415-491-1896 if you want to find out if it would be right for you.

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What are the WORST ways to introduce change to your employees? Yeah, I’l be glad to tell you the BEST ways, but first see if you’ve used any of these approaches:

  • Surprise your people by springing it on them.

    How well are changes accepted?

  • Issue a fiat: “Starting Monday, everyone must . . .”
  • Introduce change on a whim: “Hey, I had a good idea; why don’t we…”
  • Assume you know best and ignore people’s questions and concerns.
  • Seek the input of your people and then ignore it.
  • Say one thing, do another.
  • Keep everyone guessing.
  • Let negative rumors spread because you haven’t said enough–or anything.
  • Play down the burdens and hassles involved.
  • Start the project and then abandon it.
  • Make the change seem like punishment or extra work.
  • Wait until the change is forced upon you, then do it in crisis mode.

So this is what you want to avoid. What’s the best way to introduce change? That’s the next post.

 

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The Inner Game of Business Growth

June 4, 2012

Why do some businesses grow rapidly while others struggle for growth and profitability? Here are examples of what holds people back.

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Business Culture of Innovation and Growth: Netflix

March 27, 2012

Thanks to Frédéric Filloux, of Monday Note, March 18, 2012, for permission to adapt his post. Does your company’s business culture support your desired growth? Here’s a culture statement from Reed Hastings, CEO of Netflix, which has rocked the streaming media sector like never before. How does your culture compare?  How could you apply these? […]

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