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At What Point is the “Human Element” Needed? (Part 1) – Start-Up Phase

June 2, 2015 | Communication, Leadership, Teamwork

Photo by Elvert Barnes on Flickr

People have asked me more than once: What size of organization are you targeting in your marketing efforts? Our response is that any organization no matter the size can benefit from defining its “human element”. I recently read The E-Myth Revisited and the author encouraged organizations to define organizational charts as well as policies and procedures at its inception. We believe the same goes for its “human element” and specifically leadership standardization.

 

Most company founders envision growing their company. Some companies grow faster than the founders’ expectations. It is best to be ready for that growth spurt opposed to taking a “go with the flow” approach. No matter whether you want your organization to have a culture or not, it will have a culture. The culture will be defined by its members. This is why it is critical for the company’s founder or founders to define the culture from the beginning. One of the keys to defining this culture is the type of leader that is hired and trained. This is introducing the “human element”, specifically leadership standardization, to the organization in its infancy¬†is so important in the start-up phase.

What other ways can the “human element” be introduced in the start-up phase?


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MYTH: Since the amount of goods and services the government buys is not affected by a economic downturn as private industry, the best time to begin selling to the government is during a recession.

FACT: Developing an effective government business development strategy usually takes years. Waiting until the economy is in recession to pull the trigger on a plan can doom it from the start as this strategy takes time and resources to develop….items that seem to be more scarce when the economy is in a downturn.

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