As the leader of your organization, it's your job to create the growth plan for the year.
Yet if you're like many at the helm, you may have this nagging suspicion that there are areas within your organization that need some work before you can even start to think about the future.
TRUST THAT FEELING.
Why is it important to listen to your gut?
It’s risky to try to ignore nagging issues if growth is your goal. In fact, my experience has shown that organizations rarely “grow” their way out of challenges like bad systems, lack of process, murky culture or bad hiring practices.
Even more, organizations that value assessment, are receptive to the findings and address shortcomings will, over time, outpace those who just try to power through.
Your organization needs to have a solid foundation on which to build the future.
But it takes discipline to pause and courage to hear candid assessments of your people, process, offerings and execution.
Although it may slow you down to do what's necessary to assess your organization and then make the changes that might be needed as a result of that assessment, it's never a "waste" of time.
Sometimes you have to go slow to go fast.
Here's how to take action:
Identify the areas within your organization that are lagging behind and determine how to get information about and answers to those challenges. As part of this, consider working with an outside consultant in order to get more objective and thorough information, as well as new thinking around solutions.
After the assessment is complete, prioritize areas for change that will deliver the biggest upside and tackle those first. Then conceive a plan for addressing any remaining issues.
At this point, that nagging suspicion that things may need to be fixed will be gone. You'll have proven your gut to be right or wrong, and you'll be ready to move forward either way.
Once again you can turn your attention toward planning for the future – this time with nothing in the way of your organization's growth.
