Understanding internal growth risks

The growth of a company is threatened by external and internal risks. We have already talked about external risks, today we are talking about some typical risks that come from within - i.e. from within the own organization. Internal risks can often be more dangerous than external ones because they are a) more likely to happen and b) can be immediately damaging. The good news: it's definitely easier to take action. Here are risks I've encountered time and again in my career as a company founder and CEO - each is definitely worth a separate article, but here are some initial thoughts:

  • We've always done it that way
    When their company grows, it leads to change. And many people don't like change because it requires them to leave their comfort zone. Changes can lead to insecurity and ultimately to high resistance. This can only be countered by communicating on different levels and on a regular basis why the changes are necessary, how it will be done and what needs to be done (by everyone).
  • That doesn't work
    Sounds like the previous point, but it has a different quality. Especially in technical companies, the technicians often have the upper hand and quickly judge that new ideas can't work. They come up with umpteen reasons why something won't work. For creative people who want to make the company better, this can be frustrating. I recommend introducing rules here that everyone must propose at least 2 solutions. Because there is usually a way to turn things around. It also makes sense to go into such a brainstorming with a wishful idea and a more modest idea, so that there is already a basis.
  • Toxic Employees
    I have seen it time and time again where a few, a few employees actively stir things up against change, colleagues or even customers. It happens subtly in the coffee corner, at lunch, or even outside during free time. There is nothing wrong with being critical of things. But criticism should always take place "in the cubicle." And in the forums that the company provides. Otherwise, the climate in the company becomes more and more "poisoned" and more and more people do everything but don't care about the company's goals anymore. There are people who seem to see your purpose in life as causing trouble (instead of looking for a company that suits them better - I never understood that). If you have created the framework for (constructive!) criticism and this still happens again and again, only one thing helps: you should part with toxic employees quickly and by any means necessary.
  • Applying company values with double standards
    Everyone who starts out small first exemplifies their own values in the company. The more people join the team, the more important it becomes to derive the company's values from this, so that everyone can identify with them and be guided by them. This can easily be forgotten, but it is an important tool for most employees for their own self-image within the company. However, it is a big mistake if it comes to a 2-class society and the values are applied differently - because then one loses - rightly - with the time the support in the own house. Respectful treatment of customers and employees is a value that one would expect everywhere, but which can quickly be lost, especially when new "managers" come on board who are only out for their own advantage. Another example is that it is demanded that everyone is the "owner" of their tasks, but is in fact left alone with this and can therefore only lose.

The order corresponds to my view from "not good" to "quite bad". If you know more - feel free to share your insights in the comments section.

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