If you want to take your business to the next level, you’ll need to start with the people in it. That means building an aligned and committed leadership team, putting the right people in the right roles, and keeping employees engaged and motivated. The result? A stronger, more cohesive business where everyone is pulling in the same direction. But how is this actually achieved?
This blog is part of a series looking at the habits required to successfully scale a sustainable business. Read our introduction about the Scaling Up book and how to implement it in your business, which includes a complete list of all the blogs that explore this book.
People and relationships in a business
For anyone serious about growth, these habits help you turn strategy into action through rigorous processes and accountability. The first section of Scaling Up is People, and there are elements falling under ‘people’ decisions which I think play a big part in a company’s ability to scale successfully:
- Right people, right seats: Having the right people in the right roles is crucial to the success of a growing company. This involves not only hiring talent but ensuring they are well-suited to their specific roles.
- Vision fit: You need team members aligned with the company’s core values and purpose. Vision fit is essential for maintaining cohesion and driving the company’s mission forward.
- Employee engagement: It’s important to keep employees engaged and motivated. Engaged employees are more productive, creative, and committed to the company’s goals.
- Team dynamics: Acknowledging and managing team dynamics will help build a strong, collaborative team capable of overcoming challenges and achieving sustained growth.
- Leadership development: As the company scales, leaders must evolve and develop new skills to meet increasing demands. A culture of continuous leadership development will support this.
The first line at the beginning of the People section reads, “Are all stakeholders (employees, customers, shareholders) happy and engaged in the business; and would you “rehire” all of them?” This emphasis on the holistic engagement and satisfaction of all stakeholders reflects that growth is not just about increasing revenue or market share but about ensuring that the people involved in the business are fully committed, motivated, and aligned with the company’s goals.
The question, “Would you rehire all of them?” reminds us that successful scaling requires not only the acquisition of new talent but also the continuous evaluation and development of existing team members. This approach ensures that everyone in the organisation contributes positively to its growth and that any misalignment or disengagement is addressed proactively.
Scaling up with the right leaders
Chapter 3, “The Leaders”, focuses on the leadership aspect of scaling a business. It covers the importance of having the right leadership team in place to drive growth and ensure the company’s success.
“As a company scales up, the toughest decisions involve people and their changing roles in the organisation, especially within the leadership team. Loyalties, egos, and personal friendships make these decisions even more difficult when the company faces a situation in which it has outgrown some of its early leaders.”
This chapter provides insights into how to build and maintain a strong leadership team capable of guiding the company through the complexities of scaling up, delving into the following key areas:
- The essential traits and qualities that effective leaders must possess, such as vision, decisiveness, and the ability to inspire and motivate others.
- The critical roles within a leadership team and need for clear responsibilities and accountability among leaders.
- The importance of continuously developing leadership skills within the organisation, ensuring that leaders grow alongside the company.
- The need for a solid succession plan to ensure the continuity of leadership as the company scales.
- Why leaders must be aligned in their goals and communicate effectively with their teams to maintain focus and drive.
This is very much an activity-based chapter, with three practical tools for you to download and complete. There are detailed notes and guidance to help you do this as well as hands-on actions you can organise within your own organisation.
- The One-Page Personal Plan (OPPP) helps individuals align their personal goals with their professional objectives. This roadmap encourages leaders to reflect on and articulate their long-term aspirations across various aspects of life, including career, relationships, health, and personal growth. By consolidating these goals onto a single page, the OPPP helps you maintain focus, balance, and motivation – keeping personal and professional lives in harmony as you work towards success.
- The Function Accountability Chart (FACe) clarifies roles and responsibilities within the leadership team. It helps ensure that every critical function within the company has a designated leader accountable for its success. Structured around the main functions of the business (e.g., marketing, sales, operations), it assigns accountability, support, and advisory roles to specific individuals. This clarity helps avoid overlaps and gaps in leadership responsibilities.
- The Process Accountability Chart (PACe) focuses on the company’s key processes, mapping out the most critical ones that drive business success and assigning accountability to leaders for the execution and improvement of these processes. This tool ensures that all essential processes are owned, managed, and continuously improved by specific team members, which is vital for operational efficiency.
As you can see, scaling will require you to focus on building a strong leadership team and fostering employee engagement. This approach ensures a cohesive organisation where all stakeholders are committed and motivated. Continuous evaluation of team dynamics and leadership development is key, as is having clear accountability for roles and processes. By integrating personal and professional goals, you can sustain growth through strategic leadership and an engaged, collaborative workforce.
