I’ve had a few conversations recently with several of our ‘Mastermind’ members about how they can successfully manage company growth.  As companies grow, new challenges are encountered, and their people and resources get stretched.  When firms are busy everyone has more work and clients to handle, and therefore businesses need ever more qualified, experienced, knowledgeable and engaged team members.

I often ask the business owner “Who can you move up to become a team leader”?  The most common reply is: “Nobody!  We don’t really have anyone who is ready or willing to step-up.”


Why is this?

In most instances I know for a fact that they have a lot of great people working for them, but very few, if any, has the desire or talent to want to move-up and take on more workload or responsibility?  So, I often find myself asking:   “Are you telling me you have an entire company where everyone has reached their level of competency?”

Sadly, in a lot of cases the answer is yes!

The tendency is for business owners and senior decision makers to see people where they are now and not what they can become.  By asking your people what they want to do or become, or what their career goals and desires are will often be eye opening.  People with a vision of their future will often achieve it, if given the opportunity.

Stunting growth

Also, a culture of not promoting from within stunts a company’s competitiveness, potential and growth.  By not trying to promote or train people to occupy and thrive in new positions requires you to always look outside the firm for new fully trained people.  And that discourages your people from wanting to work for you long-term.

And another reason I hear is that a lot of technical people don’t want to be given additional responsibility.  So, start now to build a culture of growth, development and trust!

So, what is the take away here?

Business owners/leaders need to delegate authority to their ‘Rising Stars’, hold them responsible and accountable for their results and encourage them to act as if they owned the firm, or at least they are part of it.

These are bold steps that will give your team leaders an opportunity to excel.