Scale your leadership capabilities before growth opportunities pass you by
Six months ago, managing fifteen people felt overwhelming. Now you’re at thirty employees and realizing that the leadership challenges aren’t just bigger – they’re completely different.
Growing from 10 to 50 employees isn’t just about hiring more people – it’s about developing supervisors who can handle the complexity that comes with scale. The informal leadership that worked with a small crew breaks down when you have multiple teams, shifts, and locations.
Your supervisors who were great with small teams are struggling with the demands of growth, and you’re realizing that successful expansion requires different leadership skills.
Growth Challenges Even Good Supervisors
We’ve worked with hundreds of small companies during growth phases. Even excellent supervisors who handled small teams perfectly often struggle when the company expands. This isn’t a failure – it’s a natural transition that requires different skills.
The leadership approaches that work with 10-15 people become inadequate with 30-50 people. Your supervisors need development that prepares them for the complexity of growth, not just more of what they’re already doing.
The Growth Leadership Challenge:
70% of small companies struggle with leadership during rapid growth phases
45% higher supervisor turnover during expansion periods
60% of growth stalls happen due to leadership gaps, not market limitations
Why Growth Creates New Leadership Challenges
The External Problem:
Systems and Relationships That Worked Stop Working Informal communication breaks down – YDecision-making gets slower. Quality becomes inconsistent across different teams and locations.
The Internal Problem:
You’re Caught Between Past and Future – You know the old ways aren’t working anymore, but you don’t know what should replace them. You’re trying to maintain culture while building systems, and nothing feels quite right.
The Philosophical Problem:
Growth Should Strengthen Your Company, Not Dilute It Expansion should make your company better, not just bigger – Your supervisors should be excited about growth opportunities rather than overwhelmed by growth challenges.
Preparing Supervisors for Growth Challenges
Step 1: Develop Systems Thinking, Not Just People Skills
Supervisors learn to think about how their decisions affect other teams, departments, and shifts rather than just their immediate crew.
Step 2: Build Communication Skills for Complex Operations
Managing information flow across multiple teams requires different communication skills than managing a single crew.
Step 3: Create Leadership Pipeline, Not Just Current Capability
Your supervisors learn to develop other leaders rather than just managing current operations. Growth requires leadership multiplication, not just leadership addition.
I’m much more in tune with my team now.
I really pay attention to their individual needs and what they need from me to do their jobs effectively. I feel so much better prepared for future challenges, and I’m excited to build stronger relationships with my team. We’re still a relatively new group, but I have no doubt this training will continue helping me for years to come.
What Growth-Ready Leadership Creates
Your expanding company benefits from:
- Supervisors who can maintain culture and quality as teams get larger
- Leadership systems that scale with growth rather than breaking under pressure
- Communication that flows effectively across multiple teams and shifts
- Decision-making that stays efficient even as operations become more complex
- Leadership development that creates future supervisors from current employees
Prepare Your Leaders for Growth
$995 develops supervisors who can handle growth challenges and opportunities.