I am delighted when your company grows. It creates value and jobs, which is also good for our country.
However, any growth must also be managed internally. Owners and managers are regularly confronted with the need to manage a more complex structure and maintain an overview during expansive development. Structures grow just as little as the management tools and techniques. The danger of falling into a growth crisis, which threatens to result from deficits in organization and business management, should not be taken lightly. Many a growing fruit tree has already collapsed under the weight of its many fruits.
But it doesn’t have to come to that. Those who act in good time will ensure that the company can easily manage future growth internally.
A brief Growth Check is carried out to determine the areas where action is required. This allows you to take a targeted approach to new challenges and exploit every opportunity in the market without worrying about overburdening your company’s structures and employees.
With an expert at your side, these decisions can be accompanied professionally. In my many years of practice, I have supported a large number of companies with internal adjustment processes.
The main areas of adjustment in the course of a growth process include:
- The organization.
While the maxim „everyone does everything“ still applies when a company is founded and in the first few years of its existence, growth creates the need for specialization.
Tasks must be clearly assigned, responsibilities clarified and work processes and information channels defined. Those who do not follow this path risk shifting tasks and responsibilities, resulting in „forgotten“ processing steps, time delays, duplication of work and loss of quality. The potential benefits of gaining experience in specialized functions are also not exploited. In addition, the time and effort managers spend on management and communication increases disproportionately, and a lack of structure leads to excessive demands.
This is where structures and responsibilities are put on a transparent footing.
Organizational charts, department and job descriptions are used to clearly assign and communicate competencies and tasks. Workloads are recorded, overloads are
identified and compensated for. Process optimization ensures the quality, speed and efficiency of the company and its services and products.
- Business management toolset.
In the early years of your company, it may have been sufficient to assess the economic situation on the basis of bank statements. A look into the future by means of profit and financial planning only takes place selectively, irregularly and unsystematically, if at all.
Growth is always accompanied by investments and increasing operating expenses, which must be planned financially and for which provisions must be made. As the size of the company increases, so do the demands on the tools you use to manage your company.
Tailored to the complexity, size and growth of your company, you will receive an implementable concept for corporate management. Not too complicated, but not too simple either. After all, a good set of management tools should facilitate the management of the company instead of becoming an end in itself. Therefore, necessary data must be recorded, the collection of superfluous information must be stopped and the data required for management must be systematically condensed. No company can be managed with several hundred pages of unstructured paper thrown out of the system.
I would be happy to provide your company with an individually optimized system of various control instruments. I would also be happy to support you in finding experts to implement the new control concept on the IT side.
- Leadership and delegation.
Not every employee is born to be a manager, not every good specialist is a suitable manager. And every manager has the ability to shape a certain level of complexity, although this ability can certainly be developed and expanded. However, overstretching the leadership skills of employees can quickly lead to demotivation of the team and a loss of quality, in the worst case even to insolvency. Filling management positions and developing leadership skills are therefore particularly critical for the success of the company, especially in growing companies.
Together with my colleagues, I identify deficits in leadership behavior, particularly at the upper levels, and use the findings to develop recommendations for improving leadership behavior and the optimal deployment of your employees. If necessary, employees are trained and coached individually and specifically in leadership techniques.