Working Together

While each company has its own unique situation, here are some common scenarios I support:

Growing Pains

Growth is fun and hard all at once. The ‘pains’ part can look like tons of ideas but leadership can’t decide or follow-through on a path forward, one or more areas of the company are lagging behind and threatening the company’s stability, or there is concern that growth is diluting the larger mission. Often these teams are too close to the day-to-day to be able to step back on their own and evaluate the big picture of what they need now and what they’ll need next.

Dialing It In

 A “what got us here won’t get us there” realization has struck and leadership knows the company will need to rise up to meet the demands of the future. These teams want to get their internal house in order to be able to reach the business’ full potential.  They are motivated to improve internal communication, processes, or decision-making in preparation for bigger, bolder opportunities in the future.

Experiencing Change

Every company deals with change, but many of my clients are working through very significant changes such as the departure of a key leader or unexpected shifts in their industry or client base due to economic, regulatory, or other external forces. Change has reverberated through every facet of the company and leadership has been so focused on putting out fires there hasn’t been any reflection on lessons learned or time to think about what’s next.  There is a feeling among employees that they are constantly reinventing the wheel of how they do things. Burnout is a real concern.

Role Confusion

Everyone seems to be involved in everything yet goals are generally behind schedule. Some team members, even on the leadership team, are carrying a heavier load than others. Decisions take a long time, if they are ever made OR decisions are made on the fly without all the information and the impacts on others (internally or externally) aren’t fully considered. There is confusion about who to go to for what or the answer is “it depends.” Frustration and overwhelm are the predominant feelings among leadership and key employees. Resentment is building but may not yet be bubbling over. 

Sound Familiar?

If you’re ready to get some practical insight for greater clarity, alignment and traction, reach out and let’s schedule a short conversation.

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Common Client Attributes

I’ve worked with a vast range of clients across various industries, structures, and sizes. However, there are some common characteristics:

  • Small established leadership team (usually 3 – 6 people) — some members may be quite new
  •  Total employees of 7 – 150

Shared Perspective

For my guidance to be effective in helping leaders find clarity, alignment, and traction, I have to meet them where they are. That said, when we share the following attributes, our work together flows more smoothly and the results are more impactful:

  • Committed to leveraging the power of business for the greater good
  • Community, inclusion, and/or environmental goals
  • Willing to do the work to grow ourselves, those around us, and our business
  • Recognize that change brings opportunities to learn, innovate, and evaluate
  • Value the planning process and accept that *sometimes* you have to go slow to go fast