How Do We Know If We Are Ready To Scale?

  • The step from direct “doing” to managing a team (usually between 1–12 employees).
  • The step from managing a team to managing managers (usually between 12–36 employees).
  • The step from a workforce that is all revenue generating to hiring non-revenue generating staff (finance, HR, IT, etc.)
  • The step to building a senior or executive level management team.
  • The step to hiring a GM, President, or CEO.
  • The step of expanding geographies, building buildings, or other capital investments.
  1. You have consistent positive cash flow: You should know where your money is coming from, when it will arrive, and how much to expect. Predictability here is key to confident scaling.
  2. You and your management team are effective delegators: At least 80% of your time should be spent doing what only someone in your position can do.
  3. You have strong accounting systems: Many leaders prevent their own growth because they are afraid they can’t track their finances. The reason they are afraid is that they have a very weak or no accounting system. Make it easy to track what is going on financially. This is easier to do when you are small and may not feel like you need it.
  4. You’ve built and consistently apply systems/processes for performance and safety: Successful scaling is dependent on consistency throughout an organization. Consistency is achieved with thoughtfully designed and commonly used systems and processes.
  5. You have solid bench strength: One of the primary bottlenecks for growth is not having the managers or technical skills you need when you need them. Keep your management and skill pipelines full. Nurture the people you have.
  6. You’ve built an accountability culture: Successful scaling can happen when leaders don’t have to have “eyes on” everything that needs to be done. This is possible when you’ve built a healthy culture that expects and is comfortable with accountability.
  7. You easily hit your business goals: Some leaders get “too big for their britches”. Dreams and vision are good. But be able to do current work before taking on bigger work.
  8. You can select your clients: You should be at a place where you are able to choose the clients that are best for you.
  9. Your business culture and practices are aligned with your values and vision: A strong culture (good or bad) helps ensure consistency. When companies are small, culture “just happens”. When they are larger, it takes intentionality. Leaders who excel at crafting cultures find it much easier to lead larger organizations.
  10. Positive relationships with customers: People should like what you offer and how you treat them. If they do, they’ll serve as a foundation for you. If they don’t, they’ll become a burden.

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Christian Muntean

Christian Muntean

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I help successful leaders and teams dramatically improve their performance. Guaranteed.