Overcoming Challenges in Managing Business Growth 

May 10, 2024 | Listen

Overcoming Challenges in Managing Business Growth

When your business grows, you’re likely to encounter new challenges like building an executive team and establishing more effective systems and processes.  The framework you might have used to build your business might no longer fit your needs today.

There is also more future planning and strategy involved, including thinking about succession planning and of course, managing all the changes so that operations won’t be affected.  These hurdles can feel overwhelming and you risk major setbacks in your business if they’re not handled properly. 

So what do you need to do to achieve sustainable growth? Is it really the right time to build an executive team?  How do you start succession planning?  Is there a more flexible approach to growth beyond your current framework?  And how do you know you’re doing it right?

Bob Green: Adapting your business framework for growth

In this episode, Bob Green shares practical strategies on how you can manage the complex task of growing your business, specifically by adapting your business framework to accommodate growth. He also gives advice on how to get your team excited about these changes and how they can help elevate your business to the next level of success.

Timestamps for this week’s episode

02:21 Why do companies often find succession planning challenging?

09:06 How to build an executive team 

15:01 Building bridges between departments helps with change management 

17:02 What are the limitations of the EOS framework as a company grows?

27:22 Actionable steps to take when exploring alternatives to EOS

Why do companies often find succession planning challenging?

Succession planning can be tough for many growing companies because they often start small, relying on friends and family for support.  But as it becomes more successful, there will come a time when there is a need to hire people they don’t know and to create new roles that they either did not need before or never thought about. 

Growth is great, but many are unprepared or do not expect the new set of challenges that will come up. This highlights the need for strategic planning to make sure all transitions are smooth and that your business can sustain its growth in the long run.

Pay attention to what your people know and what their strengths are. Let them lead with their strengths as opposed to telling them what they don't know or what they're not doing well or that they're not good enough.

Balancing loyalty and performance within your teams

Balancing loyalty and performance within teams can pose a significant challenge for your business. While loyalty is valued, it has the tendency to overshadow consistent high performance. To achieve financial stability and encourage innovation, your business needs to prioritize tangible outcomes. 

One way to do this is to provide clear performance metrics, even without having to disclose all the financial details. This will encourage alignment and accountability among your teams. Without this clarity, your people risk operating in isolation, lacking cohesion and direction. It is also a reminder of of instilling discipline within teams. Loyalty, when properly integrated with performance, can enhance organizational culture and drive collective success.

“You don’t have to be the hero. Sometimes you can help other people elevate to a hero.” – Bob Green

Building bridges between departments helps with change management

Building bridges between departments is an effective strategy to help make change management easier within organizations. Often, different departments operate in silos, disconnected from each other and unaware of the bigger business goals. By making sure everyone talks to each other and works together, it helps everyone understand what’s going on and why it’s happening. This way, people feel like they’re part of the process and not left in the dark. 

You’ll also be building trust and alignment across teams. Instead of surprises or top-down directives, gradual communication and involvement empower employees to embrace change and take ownership of their contributions. When people understand what’s happening and why, they’re more likely to get on board with changes and do their best work.

The way to break through the fear (of change) with your team is to eliminate the mystery. Make your people aware of it and then create that excitement and desire on how they can be a part of it. They can own their part of it rather than just telling them to be quiet and do their job.

What are the limitations of the EOS framework as a company grows?

As your company grows, the EOS framework, which stands for Entrepreneurial Operating System, can face some limitations. One key issue are the labels it assigns, specifically “visionary” or “integrator,” which can sometimes create restrictions. Instead of fostering a culture of collaboration and innovation, these labels might confine individuals to specific roles, so they are no longer as flexible and creative within the business. 

While EOS provides a structured approach to aligning your core values and facilitating meetings, it’s not a one-size-fits-all solution. Some companies may find themselves overly reliant on the visionary-integrator dynamic, neglecting other crucial aspects of business management such as financial forecasting and strategic planning. 

Ultimately, success with EOS requires going beyond the prescribed framework and building upon its foundation to meet the changing needs of your company.

“Your people working directly with customers, they can be some of the greatest sources of innovation you’ve ever seen… because they’re listening and they’re hearing from customers who are giving them feedback – even if it’s unsolicited feedback.”  – Bob Green

Actionable steps to take when exploring alternatives to EOS

Go beyond just the visionary and integrator roles. Instead, focus on what your company truly needs to succeed as a whole. Think about how you can empower your team members to step up and lead, sharing knowledge and skills along the way. This means identifying what each person brings to the table and encouraging them to contribute to the company’s growth. 

By imagining a future where everyone can handle challenges and drive progress, you set the stage for creating a strong executive team. And no, you’re not replacing anyone, but fostering a collaborative environment where everyone has a role to play in steering the company toward success.


  • Succession planning for growing companies can be challenging because they did not expect to face the challenges that come along with growth. This highlights the need for strategic planning to ensure smooth transitions and sustained growth.

  • Loyalty can sometimes overshadow consistent high performance in your teams. Providing clear performance metrics encourages alignment and accountability, fostering a disciplined culture and driving collective success.

  • Manage change effectively by opening communications within teams and having them collaborate. This will make everyone understand the reasons behind the changes, fostering trust and alignment and empowering them to embrace the change on their own. 

  • The EOS framework may face limitations as companies grow, particularly with assigned labels like “visionary” or “integrator.” Success with EOS requires going beyond its framework and adapting to the evolving needs of the company.

  • Go beyond team labels and focus on what your company truly needs to succeed. Empower team members to step up, share knowledge, and contribute to growth.


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About guest – Bob Green


TAB (The Alternative Board) North Shore  

Bob is the owner of TAB (The Alternative Board) North Shore and has led company growth from the war room to the boardroom to the conference room, with allies, and it’s never been a coincidence.  Instead, he’s curated the experiences with people from the launch of a new product or service all the way through post-merger integrations.  He’s organized all of these experiences into one process consisting of mindset, accountability and performance with everyone in the company, without exceptions.  The outcome for the company owner is improving company value, while creating a culture of stakeholder value, without anyone having to sacrifice their life to make it happen.

Website – https://www.thealternativeboard.com/

LinkedIn – https://www.linkedin.com/in/bobgreenteams/

Email –  bob@tabnorthshore.com 

About host – Kathy Svetina

Kathy Svetina is a Fractional CFO for growing small businesses with $10M+ in annual revenue.

Clients hire her when they’re unsure about what’s going on in their finances, are stressed out by making financial decisions, or need to structure their finances to keep up with their growth.

She solves their nagging money mysteries and builds a financial structure with a tailored financial strategy. That way they can grow in a financially healthy and sustainable way.

Kathy is based in Chicago, IL and works with clients all over the US.

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