Just like in a bottle of good wine, the main bottleneck of a mid-sized company is at the top. CEOs’ automatic and habitual mind patterns that made them successful in their prior growth stage often impede their company’ next growth stage. What can you do about it?
We all have an inner voice that continuously judges us. Our inner critic pretends to be helpful and necessary to our success, but its long-term impact is unequivocally negative. Why do we keep listening to our inner critic? What can we do about it?
Every time a company triples in size, everything breaks, including decision-making. This leads to confusion, frustration, and a sense of growing red tape. How can you avoid this, so that you can grow faster and with less pain?
Many CEOs focus on their comfort zone and do someone else’s job, instead of doing what their company truly needs from them. This is not surprising: 68% of CEOs feel that they are not fully prepared for the job. What is your job as a CEO?
Pelé, the world’s best soccer player, played 18 years for his club – not the richest or most glamorous club in Brazil at the time. Replacing top talents is extremely costly and disruptive for any organization, so every improvement in employee retention counts. What can we learn from Pelé’s story?
Every time you stop doing something of little value, you create time to invest your talent into something of higher value – which helps grow your business faster and with less pain. How can you go about it?
Because of different communication habits on opposite sides of the Atlantic, feedback is communicated significantly differently in Europe and in the US. As a result, we tend to make the wrong assumptions about people’s intentions. How can you avoid this?
Lack of accountability is the silent killer of growth – and by far the #1 growth roadblock among small and mid-sized companies. How can you put a system in place to hold your team accountable, so that you can grow faster and with less pain?
Obviously, we all want to create a culture of accountability in our businesses. The thing is: If you want a culture of accountability, it starts with YOU. Where do you start?
“My company has great growth potential, but I am so stuck in the damn dailies, I can’t find time to work on my business,” sighed the 55-years old CEO of this mid-market manufacturing company. He started his company 15 years and successfully grew it – but over the past few years, growth had stalled. His efforts to re-boot his growth engine have failed as well. In short, he felt stuck. How can he un-stuck himself?