Why Most Businesses Never Break Through to The Next Level

There is no doubt that you are a visionary.  You love the big picture, you love operating in that space.  It is where you come alive. The day to day details of your business are painful for you.  You are exhausted from years of being stuck dealing with them.  You thought you found the solution that would finally free you from it all when you discovered EOS and the Visionary/Integrator duo concept, but it isn’t working out how you hoped it would.

You are likely experiencing lack of unity, disagreements and unmet expectations with your integrator.  You need to know that an integrator, no matter how amazing, can’t read your mind and neither can the rest of your team for that matter…. And if you think they should be able to just figure it out….. like you….that is just not realistic.  I think it is time to face the facts.

That’s exactly why I’ve decided to provide you with the three things you need to do now to turn it all around.

Unity & Clarity

You are used to running your business your way and you are having a hard time understanding the perspective of your integrator.   You are getting frustrated and butting heads and feel like you just want to get rid of them and find someone else or worse yet, just scrap it all and go back to the way it was before.

Hold on, hold on…there is a solution to this.  You need to spend the time required to discover and fully appreciate what each of you bring to the table.  The two of you think very differently and you need to learn how to communicate and develop a shared language.  If you want this to work, there is no way around it.  You cannot cut corners!  There must be a high level of transparency, candor and trust between the two of you that will position your whole company to follow your lead and fully implement EOS.  You have to take the time to develop this and to clarify your roles.  This will take some effort on both of your parts but it will be worth it.

Adam is a textbook visionary.  Hard-charging, huge vision, no nonsense, going for it kind of guy.  His natural gifts helped him get his business off the ground and growing, but as it grew, the noise of the details was really starting to bog him down.  Long days, and ever growing details were starting to sap his energy.  A smart guy, Adam realised he needed help, so he hired Taylor, an integrator, to help him with the parts of the business that did not align with his strengths. But they were having trouble getting on the same page and Taylor was lacking the structure and confidence she needed to own the role fully.

The first time I spoke with Adam it became clear to him that the tension between the two of them was killing their business.  They had little appreciation for each other’s skillsets and there was a total lack of clarity in their roles.   In our first group meeting, voices were raised and emotions got heated and they realized that if they couldn’t resolve that it would be the limiting factor for future growth.  So they got to work on working through their challenges and clarifying their vision and roles.  

Now they understand and appreciate each other’s gifts and know how to harness them fully.They have done a great job of getting clarity in their roles, their mission & their core values, they have established a regular and productive meeting rhythm and Taylor has started to step into her giftings and develop the systems and processes needed to make the noise go away for Adam and the business grow and prosper.  Productivity is at an all time high, culture is great and they are enjoying working together and building a great business!

Integrator Empowerment

You hired or promoted your integrator to get away from the burden of the day to day minutia – all the questions and the feeling that you need to constantly be there.  The problem is, even after the integrator has been there for several weeks, even several months, you still feel overly hands on and that team members are skipping past them and asking you BIG and even incredibly small questions.

The solution to this issue is actually amazingly simple in theory, but often harder in practice.  You need to train your company that they need to go to your integrator and not to you, which can mean holding back from answering a quick question even though it is easier in the short term to do so.  In the long run, you need to remove yourself from these types of interactions and redirect them to your integrator.  This may make you nervous as there could be money on the line or your team might do things that aren’t exactly what you would do. But your integrator and your team need to have opportunities to learn and grow and these are small prices to pay in order to have a powerhouse integrator by your side.  Plus if you don’t start to release control, you will never get the freedom you desire and your integrator will not have the opportunity to grow.

Joyce has been in business for almost a decade and until recently, everything relied on her to make it happen.  She knew that it wasn’t sustainable and definitely was not the path to growing her company. Yet she was not sure what to do about it. In our first session it was clear that she needed to have more help in the form of an integrator.  Her daughter, Ramona, was loosely in this role, but Joyce decided it was time to promote her properly and get her fully engaged and empowered in the role.

Ramona had never had a leadership position, but she had Joyce’s trust, natural ability and a desire to step into the role. Joyce and Ramona both took a leap of faith and started developing their relationship as visionary & integrator.  They started having regular meetings and developing their vision, core values and getting clarity in their roles.  Ramona came alive in the role and now she is training other staff, developing systems and processes to make the business more efficient and applying her own creativity to move the business forward.

The timing couldn’t have been better, as Joyce has had some challenging personal circumstances in recent months that have made it harder for her to focus on the business, but Ramona has been able to pick up the slack and keep things moving forward.  It has been so refreshing for Joyce to finally have someone engaged and helping her grow the business.

Employee Engagement

One of the biggest challenges for you in your business is employee engagement.  When the company was small you could keep people engaged just by the sheer force of your passion and enthusiasm, but the company is too big now and you don’t have enough touch points with everyone to inspire the level of passion needed.  The team is doing an ok job in their roles, but they aren’t excelling, they aren’t taking initiative, they aren’t bringing new ideas to the table or they aren’t fully owning their roles the way that you want them to.  This lack of engagement is holding back the company and causing you and your integrator to have to carry more of the load.  

Changing the culture of your organization and increasing engagement can be challenging, but you can do it.  People want to be a part of something bigger than themselves and you need to create a vision that inspires them to do more than just get by.  Then you need to communicate this vision A LOT.  Your integrator needs to tie their performance into the bigger picture and keep them accountable to deliver on what their part is.  Everyone’s role needs to be made clear and they need to know what deliverables are expected of them.  You have to create a culture of ownership and passion that will build leaders, not followers.  If you can successfully do this everything will change for your organization.

Ross is the owner of a company I work with and he asked me to work with their integrator and managers for this exact purpose.  He felt like the leaders of his company were not as engaged as he wanted them to be.  They were coming into their slowest time of the year in which morale and motivation have historically been a problem.  I proposed to do some small group coaching with them to spark the team for personal growth, improve their leadership skills and engagement level.

Ross, and his COO, Dale, were blown away by how much that work improved their company culture and engagement. Water cooler talk in the company was now about how to be a better leader and how to improve different elements of their jobs.  One manager in the company had been complaining about a project not happening and prior to my work had even started to influence the staff in a negative way about it. In the course of working with the team, she realized that she actually needed to be the one to step up to lead the initiative. She redirected her natural leadership ability in a positive way and the project progressed successfully, engaging all departments in a collaborative manner and bringing in unexpected revenue in their slowest season.

The team also started creating other initiatives to improve their respective departments, thinking outside the box and having fun with team events, all of which came as ideas from the team as a result of my work with them.  This group of leaders are really looking at their leadership ability and making changes that are impacting the culture and results of the company in a meaningful way.

Take Your Business To The Next Level By Developing Your Integrator And Team

I understand how you are feeling and I can help you get to the next level.  You can overcome the challenges that are holding you back.  You are closer than you think to a breakthrough and the business of your dreams.

If you aren’t sure how to get your company to the next level, let’s talk about your unique scenario. Book your 30-minute consultation for some free advice on how to move your business forward!

Why Most Businesses Never Break Through to The Next Level

There is no doubt that you are a visionary.  You love the big picture, you love operating in that space.  It is where you come alive. The day to day details of your business are painful for you.  You are exhausted from years of being stuck dealing with them.  You thought you found the solution that would finally free you from it all when you discovered EOS and the Visionary/Integrator duo concept, but it isn’t working out how you hoped it would.

You are likely experiencing lack of unity, disagreements and unmet expectations with your integrator.  You need to know that an integrator, no matter how amazing, can’t read your mind and neither can the rest of your team for that matter…. And if you think they should be able to just figure it out….. like you….that is just not realistic.  I think it is time to face the facts.

That’s exactly why I’ve decided to provide you with the three things you need to do now to turn it all around.

Unity & Clarity

You are used to running your business your way and you are having a hard time understanding the perspective of your integrator.   You are getting frustrated and butting heads and feel like you just want to get rid of them and find someone else or worse yet, just scrap it all and go back to the way it was before.

Hold on, hold on…there is a solution to this.  You need to spend the time required to discover and fully appreciate what each of you bring to the table.  The two of you think very differently and you need to learn how to communicate and develop a shared language.  If you want this to work, there is no way around it.  You cannot cut corners!  There must be a high level of transparency, candor and trust between the two of you that will position your whole company to follow your lead and fully implement EOS.  You have to take the time to develop this and to clarify your roles.  This will take some effort on both of your parts but it will be worth it.

Adam is a textbook visionary.  Hard-charging, huge vision, no nonsense, going for it kind of guy.  His natural gifts helped him get his business off the ground and growing, but as it grew, the noise of the details was really starting to bog him down.  Long days, and ever growing details were starting to sap his energy.  A smart guy, Adam realised he needed help, so he hired Taylor, an integrator, to help him with the parts of the business that did not align with his strengths. But they were having trouble getting on the same page and Taylor was lacking the structure and confidence she needed to own the role fully.

The first time I spoke with Adam it became clear to him that the tension between the two of them was killing their business.  They had little appreciation for each other’s skillsets and there was a total lack of clarity in their roles.   In our first group meeting, voices were raised and emotions got heated and they realized that if they couldn’t resolve that it would be the limiting factor for future growth.  So they got to work on working through their challenges and clarifying their vision and roles.  

Now they understand and appreciate each other’s gifts and know how to harness them fully.They have done a great job of getting clarity in their roles, their mission & their core values, they have established a regular and productive meeting rhythm and Taylor has started to step into her giftings and develop the systems and processes needed to make the noise go away for Adam and the business grow and prosper.  Productivity is at an all time high, culture is great and they are enjoying working together and building a great business!

Integrator Empowerment

You hired or promoted your integrator to get away from the burden of the day to day minutia – all the questions and the feeling that you need to constantly be there.  The problem is, even after the integrator has been there for several weeks, even several months, you still feel overly hands on and that team members are skipping past them and asking you BIG and even incredibly small questions.

The solution to this issue is actually amazingly simple in theory, but often harder in practice.  You need to train your company that they need to go to your integrator and not to you, which can mean holding back from answering a quick question even though it is easier in the short term to do so.  In the long run, you need to remove yourself from these types of interactions and redirect them to your integrator.  This may make you nervous as there could be money on the line or your team might do things that aren’t exactly what you would do. But your integrator and your team need to have opportunities to learn and grow and these are small prices to pay in order to have a powerhouse integrator by your side.  Plus if you don’t start to release control, you will never get the freedom you desire and your integrator will not have the opportunity to grow.

Joyce has been in business for almost a decade and until recently, everything relied on her to make it happen.  She knew that it wasn’t sustainable and definitely was not the path to growing her company. Yet she was not sure what to do about it. In our first session it was clear that she needed to have more help in the form of an integrator.  Her daughter, Ramona, was loosely in this role, but Joyce decided it was time to promote her properly and get her fully engaged and empowered in the role.

Ramona had never had a leadership position, but she had Joyce’s trust, natural ability and a desire to step into the role. Joyce and Ramona both took a leap of faith and started developing their relationship as visionary & integrator.  They started having regular meetings and developing their vision, core values and getting clarity in their roles.  Ramona came alive in the role and now she is training other staff, developing systems and processes to make the business more efficient and applying her own creativity to move the business forward.

The timing couldn’t have been better, as Joyce has had some challenging personal circumstances in recent months that have made it harder for her to focus on the business, but Ramona has been able to pick up the slack and keep things moving forward.  It has been so refreshing for Joyce to finally have someone engaged and helping her grow the business.

Employee Engagement

ne of the biggest challenges for you in your business is employee engagement.  When the company was small you could keep people engaged just by the sheer force of your passion and enthusiasm, but the company is too big now and you don’t have enough touch points with everyone to inspire the level of passion needed.  The team is doing an ok job in their roles, but they aren’t excelling, they aren’t taking initiative, they aren’t bringing new ideas to the table or they aren’t fully owning their roles the way that you want them to.  This lack of engagement is holding back the company and causing you and your integrator to have to carry more of the load.  

Changing the culture of your organization and increasing engagement can be challenging, but you can do it.  People want to be a part of something bigger than themselves and you need to create a vision that inspires them to do more than just get by.  Then you need to communicate this vision A LOT.  Your integrator needs to tie their performance into the bigger picture and keep them accountable to deliver on what their part is.  Everyone’s role needs to be made clear and they need to know what deliverables are expected of them.  You have to create a culture of ownership and passion that will build leaders, not followers.  If you can successfully do this everything will change for your organization.

I wonder if it would make sense to also mention that if you do not get employee engagement you will probably lose any talented growth minded staff

Ross is the owner of a company I work with and he asked me to work with their integrator and managers for this exact purpose.  He felt like the leaders of his company were not as engaged as he wanted them to be.  They were coming into their slowest time of the year in which morale and motivation have historically been a problem.  I proposed to do some small group coaching with them to spark the team for personal growth, improve their leadership skills and engagement level.

Ross, and his COO, Dale, were blown away by how much that work improved their company culture and engagement. Water cooler talk in the company was now about how to be a better leader and how to improve different elements of their jobs.  One manager in the company had been complaining about a project not happening and prior to my work had even started to influence the staff in a negative way about it. In the course of working with the team, she realized that she actually needed to be the one to step up to lead the initiative. She redirected her natural leadership ability in a positive way and the project progressed successfully, engaging all departments in a collaborative manner and bringing in unexpected revenue in their slowest season.

The team also started creating other initiatives to improve their respective departments, thinking outside the box and having fun with team events, all of which came as ideas from the team as a result of my work with them.  This group of leaders are really looking at their leadership ability and making changes that are impacting the culture and results of the company in a meaningful way.

Take Your Business To The Next Level By Developing Your Integrator And Team

I understand how you are feeling and I can help you get to the next level.  You can overcome the challenges that are holding you back.  You are closer than you think to a breakthrough and the business of your dreams.

If you aren’t sure how to get your company to the next level, let’s talk about your unique scenario. Book your 30-minute consultation for some free advice on how to move your business forward!