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Berkshire | david.davies@sandler.com
 

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What is a Viable Growth Model?

Everybody wants one, right?

But, what does a viable growth model mean?

Well, a viable growth model will be different for every one of us.

What I might want as growth for my business is likely to be different to what you want as growth for your business.

The model I will share with you can be replicated regardless of the type, or size, of business that you’re in. It is called the Organizational Excellence model.

The growth model says, ‘determine where is your growth?’

• Where do you want to be in 2,3,4,5 years?
• What does that look like?
• What does the environment look like?
• Where do you want your business to be in 2,3,4,5 years?
• What do you want your business to look like?
• Where do you want to be personally, in addition to your business?

Once we have the answers to those questions, we can start to understand what growth looks like for you.

Determining where you see your growth is your first AHAH! moment. Because, most of us are moving forward one step at a time, but most of us don’t really know where we are heading.

If you figure out where you are heading, then the rest of the viable growth model will fall right into place.

The model states that once we know where we are going, we want to know ‘How do we get there?’.

The answers to these questions enable us to start Phase 1: Planning. To formulate a clear, communicable, plan for your business.

Let’s focus in on the additional 5 key areas of a viable growth model that brings your plan to life.

Positions is the next phase in your viable growth model. We need to ask;

• What does my future organisation chart look like?
• What Positions will there be in my company for me to get to my goals?

Now, it may not look like that right now. The model is to break your current view of your business, without inhibition, without worrying about anyone in role, without hurting anyone.

What we are saying is what does your company have to look like in order to get to where we are going in 1,2 or even 5 years.

The next phase is that we must grow through People. You cannot grow on your own.

All roads cannot lead to you, if you want growth, you must scale.

You’ve got to bring in the right people. The best people. In every position that you have identified in order to keep hitting your goals.

You must get out of your own way. You should be spending only 10% of your time doing and 90% of your time leading. That’s big!

Once we have clarity on the Positions in our future business and the People needed to deliver our Plan, we are going to have to start creating some Process.

That doesn’t mean we need to build some thick Process manual.

Process tends to be shunned. But process is simply saying what steps do I have to follow in order to be 100% successful in my job.

We all follow process intuitively. The growth model says let’s identify what that Process is.

So, a new person in a new position. Or, an old person in an old position. Will be able to have the same results with a new person as with someone who has been with you for 2 decades.

Then we need to make sure we have the right Performetrics.

We want to measure what we are doing. If we have a more efficient process for doing things, we want to know whether that’s working; or not.

You don’t want to wake up in 12 months’ time, realising that it didn’t work. You want good news and bad news quickly.

So, set up Performetrics that matter and measure if you are on track. And if not, what do we have to do to correct our course towards growth.

Finally, what is your role as a Leader?

What are you doing during this change?

Because change is difficult for some people. People have anxiety. People don’t know where they fit. When you start saying this is where the business is going to be in 5 years, they’re excited for you.

Sometimes, though they become concerned for themselves.

They are saying internally;


• What does that mean to me?
• How do I help?
• What do I do?
• Where do I fit in?


You’ve got to make sure you have Passion. That you display confidence and conviction about where you are heading. Knowing that you have the right People, in the right Positions, with the right Processes and can measure success.

Because, if you are 100% committed people find more comfort with the change, because you believe it. You must be congruent.

If you follow the 6 P’s model, you will have a viable growth model and growth becomes your reality.

If you would like to take our comprehensive Business Assessment Survey drop us a note at david.davies@sandler.com and we will send you a copy of that assessment.

If you would like a complimentary 30-minute coaching session, based on the results, simply return the survey and we will find a time that works for you


Leadership for Organisational Excellence. Better business, by design.

 

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