“Why didn’t I crack this earlier?”
Today, business leaders are judged by their success or failure in achieving sustained, profitable growth.
Often I meet CEOs – the aggressive
Understanding the implications, CEOs quickly turn their attention inwards, roll up their sleeves and attempt to tackle these challenges. Unfortunately, they don’t ask for help. By stepping outside their signature strengths, these CEOs not only fail to resolve the challenges but also fail to capitalize on new growth opportunities outside the firm. Soon projects dry up and they are struggling to get additional business. They inadvertently set a downward spiral when they actually planned to take their organization to the next level of growth.
Please note that we actually started this article on a good note of aggressive CEOs entering new markets, acquiring new clients & hiring new teams. Initially, this appeared to be a good growth story.
What went wrong? Does this story sound familiar to you? Does it actually describe your organization? Then, you probably haven’t prepared your organization for growth.
What can you do differently?
The first step in preparing your organization for growth is to create a growth mindset. Leaders need to work hard at transforming their organizational mindset much before anything else. How people think determines their
Here’s a story when we had to challenge our own mindset…
A few years ago, we were sitting in an “Empowered Leadership” workshop organized for our clients. The facilitator wanted the participants to align the pieces of a puzzle in a specific order. It took one of the participants just a few seconds to align them; however, it took me some more time to crack this. I asked myself “Why didn’t I crack this earlier than or even as quickly as the others?” Fortunately, I did not dismiss this as a mere game or a fun exercise. I continued to reflect. I realized that I was operating in a linear thought paradigm & not laterally or “
I was shocked by the revelation!
A case in point: I had successfully launched several products & services for my previous employers over a decade. Of course, there were a few failures, but with this combined rich experience, I thought all I had to do was encourage, motivate and push the team a little harder to gain market share. To top it, this was an organization I co-founded.
With this shift in mindset, we took a serious view of market needs, our passion, our
We had to change!
Our conclusions required us to change many aspects of our business. It did cost us in terms of time, money & people. We had to let go of some people who could not evolve with us*. The transformation was painful but necessary. We had to evolve else we would have continued to struggle/survive as just another player in the market or, much worse, we could have got knocked out of business!
When did this start? Only after we realized that continuing in our outdated thinking models would end in a disaster. As Marshall Goldsmith says, “What got you here will not get you there!”
How do we go about changing the organization’s mindset? Is it enough to just change our thought paradigm? What next? We will start exploring in our subsequent articles what is required to script a good growth story.
In the relentless pursuit of growth, how often do we challenge the limitations of our existing belief systems/ thought paradigms?
Do share your stories on how you reinvented yourself, your team or your organization
CEO Coach & Business Growth Expert
P.S: * Each one of the employees have successfully transitioned to organizations that match their
skill-sets. Most of them continue to stay in touch.