Most Small Companies Are One Departure Away From Crisis
Your best supervisor just announced they’re retiring in six months. You look around and realize you don’t have anyone ready to step into that role. How did you get so dependent on a few key people?
Small companies often develop deep dependence on a few critical supervisors and leaders. When these key people leave, retire, or get promoted, you’re left scrambling to find replacements who understand your operation, your culture, and your standards.
The problem isn’t just finding new supervisors – it’s that you never developed a system to create them internally.
Stop being one resignation away from crisis with a strong leadership bench
After 25+ years working with small industrial companies, we’ve seen this scenario repeatedly. Companies with 20-50 employees often depend on 2-3 key supervisors, and losing any one of them creates a crisis.
The solution isn’t just hiring better people – it’s developing leadership pipeline so you’re always preparing people for the next level of responsibility.
The Leadership Pipeline Reality:
68% of small companies have no formal leadership development process
Average 8-12 months to replace an experienced supervisor internally
3x higher success rate for internal promotions when people are properly developed
Why Small Companies Struggle With Leadership Development
The External Problem:
Critical Dependencies on Key People – Your operation revolves around a few irreplaceable supervisors. When they’re absent, performance suffers. When they leave, you start over with inexperienced replacements.
The Internal Problem:
You’re Always in Reactive Mode – You only think about developing new leaders when you desperately need them. By then, it’s too late to do it properly, so you promote unprepared people and hope for the best.
The Philosophical Problem:
Good Companies Develop People Continuously – Leadership development shouldn’t be crisis management. Your employees deserve opportunities to grow, and your company deserves sustainable leadership succession.
Building Leadership Pipeline in Small Companies
Step 1: Identify and Develop High-Potential Employees Early
Systematic approach to recognizing people with leadership potential and beginning their development before you desperately need new supervisors.
Step 2: Create Structured Leadership Development Process
Clear pathway from employee to team leader to supervisor, with specific skills development at each stage.
Step 3: Make Current Supervisors Leadership Developers
Your existing supervisors learn how to mentor and develop future leaders rather than just managing current operations.
Helping me be a better leader
I definitely see a lot better what motivates each of the individual members of my team. What each responds to. And so my communication style changes from one to the next. And it’s just helping me be a better leader.
What What a Strong Leadership Pipeline Creates
Your company benefits from:
- Multiple people ready to step into supervisor roles when opportunities arise
- Smooth transitions when supervisors are promoted, transferred, or retire
- Employees who see clear career advancement opportunities
- Reduced dependence on any single individual for operational success
- Leadership capability that grows with your company rather than limiting your growth
Stop Being Dependent on Key People
$995 creates the leadership development system that builds your future supervisors.