Below are your scores on the “quiz.” Select each one to display the average score form the top 10 companies that ranked in Inc 5000 list for 2019. You will get some insights on how you can improve your scores.
Find out more about each area and get insights on your next steps below.
You will find interviews from the Growth Think Tank podcast that will help you go deeper into your evolution as a leader.
A mission may seem like a nice to have amongst all the projects you have at your company. I encourage you to think about your company’s mission as the purpose of why the company exists. A strong mission unifies the team and can drive growth even when times are tough. If you choose to lead without a mission, the most likely default mission that your team assumes is to “make money.” Making money is vitally important for all businesses, but it also is not an internal driver for your employees.
Next Step:
If you want to have a mission, the first step is to discuss the problem in the world that you want to address. Considering the issues that are more than “make more money” will naturally develop into something meaningful.
3 questions to help you find your mission:
Three Episodes from the Growth Think Tank Podcast to help you are:
How to Create a Mission To Drive Your Company with Gene Hammett
Listen with iTunes or Stitcher
Creating a Mission-Driven Company with Zachary Quinn at Love Your Melon
Listen with iTunes or Stitcher
Discover Your Moonshot with Naveen Jain (a Billionaire)
Listen with iTunes or Stitcher
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher
Your company core values are more than the words you put on on the walls of your company. Values to some are not prioritized because so many organizations don’t live by their values. However, strong organizations know the importance of living by their values so they hire, onboard, lead, develop, and fire based on them. They recognize people that demonstrate the values on a consistent basis. Your company core values allow the team members to make decisions without the input of others.
Next Step:
If you want to have values that align the people together, you want to create your values first. Most companies already have values so the real next step for many is a process of “operationalizing” the values throughout the organization. When I do this with teams, we have a workshop where we discuss each value and come to a common understanding of the value for the organization. Next we discuss the behaviors that we see when people are living by the values. Operationalizing the values is going deeper with everyone than is expected to own the values in their work.
Some questions to use with your value creation:
– What are the core traits we want all of our people to live by?
– What does each of the values mean? Best if this is done with the whole team.
– What behaviors are common for each of the values? Best if this is done with the whole team.
Three Episodes from the Growth Think Tank Podcast to help you are:
Operationalizing Your Values with Brandon Hull
Listen with iTunes or Google Podcasts or iHeart Radio
36,680% Growth with an Ownership Culture with David Freedman at Freestar
Listen with iTunes or Google Podcasts or iHeart Radio
Living Company Core Values with Todd Olson at Pendo Listen with iTunes or or Google Podcasts or iHeart Radio
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher
A vision depicts the future state of your company. It is the destination that all the strategies, tactics, and leaders align together. One of the leader’s main jobs is to see that vision so clearly that reaching it is inevitable. Leaders must also be able to communicate the vision for the organization to all the stakeholders (inside and outside the company). When team members have the vision locked-in, they can see with clarity about how their role aligns with the day-to-day work to get there. Leaders that fail see the destination struggle to communicate it with the team. At the end of the day, the people that OWN the vision will contribute more to getting there.
Next Step:
If you want to have a vision, the first step is to discuss to take time to think about where you are going. You may want feedback from others in the company, but the vision is primarily something the leader frames. Your job is to step back from the day-to-day to paint a picture of where you are going in the next three years. In my coaching with clients, three years out seems to be the optimal horizon for company vision.
Some questions to include with developing your vision:
Podcast Episodes from the Growth Think Tank to help you are:
Creating A Vision That Gets Buy-in
Listen with iTunes or Stitcher
Lessons of Growth from the 4th Fastest Growing Private Company Velocity Global Listen with iTunes or Stitcher