You're planning to scale your business. How can you get your existing team on board with your growth plans?
When planning to scale your business, the key is to align your existing team with your vision for growth. To bring everyone together:
- Communicate the benefits: Share how scaling will create opportunities for professional development and job security.
- Involve them in planning: Encourage input and feedback to foster a sense of ownership and commitment.
- Provide necessary training: Equip your team with the skills and knowledge required to handle new challenges effectively.
How do you engage your team in your business's growth strategy? Share your experiences.
You're planning to scale your business. How can you get your existing team on board with your growth plans?
When planning to scale your business, the key is to align your existing team with your vision for growth. To bring everyone together:
- Communicate the benefits: Share how scaling will create opportunities for professional development and job security.
- Involve them in planning: Encourage input and feedback to foster a sense of ownership and commitment.
- Provide necessary training: Equip your team with the skills and knowledge required to handle new challenges effectively.
How do you engage your team in your business's growth strategy? Share your experiences.
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Be a good story-teller. Be memorable and be sure to help the team to see themselves as the lead role in that story. We can all recall a time an uncle, a parent or a grandparent had us captivated with a story of some adventure, maybe even a misadventure, in a far away land. Take the team to some other place and they'll listen to every word.
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"Scaling is not about growth; it's about growing together." What worked for me: Share the Vision Clearly: I take the time to explain the big picture and why scaling matters to everyone. When the team sees the purpose, they become more interested. Involve Them in Planning: I invite team members to contribute ideas and voice concerns. This will make them feel valued and be part of the journey. Acknowledge the Small Wins: Celebrating milestones with the team motivates it and makes members aware of every valuable contribution to our success. This helped build a cohesive and motivated team when growth phases were undertaken.
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Here's a look into how we would approach it in our laundromat business 1. Share the Vision: Explain the growth benefits for both the business and the team. 2. Involve the Team: Get their input on planning to get buy in. 3. Provide Training: Provide them with skills needed for new growth. 4. Set Goals: Break down the plan into milestones and celebrate wins. 5. Recognize Contributions: Reward the efforts of those who contribute. Hope this helps. 🏴☠️✌️
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Number one priority should be to explain the vision you have for scaling the growth plan and having your team involved in the idea development, planning process, execution of the plan, and review of established milestones and goals
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Em uma empresa pequena, crescimento significa novas estruturas. Novas estruturas necessitam de líderes. É interessante mostrar para os membros de confiança que você conta com eles para estas novas posições. Outro ponto importante é criar um processo para integrar a equipe nas metas de crescimento. Um excelente líder faz com que a equipe compre suas metas, mas acreditando que as metas foram criadas por eles.
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Involve the team with helping to shape the vision. They will have valuable insights from their own perspective, their clients and customers and their connections to the market Help them to understand why growth is important for the business but also illustrate what it will specifically mean for them Highlight career and personal development opportunities that come with growth. Paint a picture of a larger business and the career advancement opportunities that would exist Create a game that everyone wants to play to align your vision and goals with your team motivation, think profit share / team rewards when objectives or milestones are hit. Keep them involved and feedback on how well your growth plans are going.
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From my experience, it's all about creating a foundation of trust and openness. Start by leading by example in openness, sharing stories of past changes, invite key influencers of your team to participate actively with the group (Keyhubs is a great tool to find those key employees) & encourage them to be curious during meetings. Curiosity helps strengthens the strategy, by encouraging everyone to voice questions & explore diverse perspectives that can drive the team forward. Opportunities for the team to engage & build deeper relationships is essential to have respectful debate rooted in trust, allows everyone to feel heard, leading stronger solutions & deeper team alignment. Foundations like this in place, can create a shared commitment
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Scaling your business requires a strategic approach to get your team on board. Here’s how elements from the MARSTA framework can help: Motivate: To inspire your team, clearly communicate your reasons for scaling, your vision and the benefits of growth. Align: Ensure everyone understands how their roles will evolve to align with the company’s new goals. Recognize Strengths: Acknowledge the individual strengths to contribute to the growth plan. Support: Provide resources and training to support your team during transition. Track Progress: Review, refine and communicate progress to maintain momentum. Adjust: Be open to feedback and agile in adjusting plans as needed. Effective communication and collaboration are key to successful scaling.
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To engage your team in growth, start by clearly sharing the company vision and how each role supports it. Involve them in decision-making, welcoming input and feedback to build ownership. Create clear growth paths within the company, showing how scaling can offer advancement opportunities. Celebrate small wins to maintain morale and reinforce the value of their contributions. Keep communication open and transparent to build trust, especially during transitions. Lastly, invest in professional development, ensuring the team has the skills needed for upcoming challenges. This approach fosters loyalty, alignment, and readiness for growth.
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Your team should already look to you as its leader and should be in sync with your culture of doing. If you cannot get the team to get on board carefully take stock. It could be you. It could be all or part of the team. If you are in charge of a team that does not back you, you have a serious problem. By all means communicate carefully and invite input. If at the end of all that things are not lining up consider if the team you are in has more profound problems.
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