Strategic Coaching to Plan a Progressive Future

It is exciting when you see that your company is growing substantially, especially when it happens quicker than you expected.  However, it is also very wise to manage that growth and to think strategically how to keep the company moving forward and remain “healthy”.  Therefore, when you are so fortunate, what steps should you take to keep that growth continuing in a healthy way and more?  At such times you are encouraged to locate a “strategic coach, who is experienced with transitions”.

So where do you start?  There are several things to watch for and use as guidelines for taking “next steps” regarding your company’s future.  Therefore, first talk to others in business who have experienced business transitions and have used or know of credible, experienced “transition experts”.  It is important to locate a good resource and partner, who you trust and respect their insights and experiences.  (Such competencies are priceless.)  Then you can use some of these “milestones” to guide you and indicate when to do what.

NOTE: It really needs to begin with the President/CEO/Employer.  The whole organization will be watching him/her and taking their lead from their “Top Leader”.

  • First, all will want to know is “what is his/her vision of the future?” How does the employer envision the future of the organization?
  • Next, the Leader needs to re-examine “the mission and purpose of the organization”. When growth or changes escalate, these points need to be clarified by the Employer before other steps can take place.
  • Once these points are defined or updated, there needs to be a review of what are the top priorities in order to keep the company focused and clarify what are the expectations for employees, as well as customers. If there needs to be changes in personnel or job descriptions, now is the time.  Be sure to confirm all perspectives.
  • If not in place, a Succession Plan should be developed, with “leadership training” scheduled for those selected to move up. This is part of a “strategic plan”.
  • Your Strategic Transition Partner should review with the owners/employers the different areas of the business and determine if any area needs help in becoming more efficient and productive.

The use of an outside resource for training can help avoid recycling or teaching of “old, bad habits” of the past, as well as providing an impartial atmosphere.  It also gives your workforce a fresh perspective.  Again, it needs to be reminded how important it is to be proactive and prepare for the future.  Whether growing or restructuring, a “transition should be strategic.”

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