That was what this former CEO said when I shared my 4D Transformation Method with him recently.
“Up until we had about 35 people,” he said, “everyone was on the same page. I never had to let anyone go because the few times we didn’t hire the right person, the culture quickly pushed them out when it became clear they weren’t a fit.”
But the rapid growth that followed the early success led to the need for more people, which led to hastier hiring decisions and team members who weren’t aligned with the company values.
To make matters worse, as a company grows, the newest people are typically the furthest removed from the leadership and have the least opportunity to soak in the founding culture.
Because this owner operator never took the time to document their culture and didn’t have a plan to maintain it, they lost the thing that most directly contributed to their success.
Then, a market downturn came, things unraveled quickly, and the company didn’t survive.
I could hear the remorse in this former CEO as he talked about his business. “We had such a good thing,” he said. “The market had never seen anything like it.”
It didn’t have to be that way. That’s what my 4D Transformation Method is designed to address. Culture is the first of the four phases and I talk more about it in this video:
If you’re operating a growing business and feel like your culture isn’t what it used to be, don’t wait too long like this CEO did.
The first step is easy. Just take my assessment to see if we can help you define your culture and get your business growing from the inside out. At the end of the assessment, you’ll have the opportunity to book a video call with me to learn the next steps. Steps that – if you take them – will get you growing from the inside out.
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