You know it’s time for change, but where do you start? Change management 101.

Like many small businesses we’ve run across, the “company” started with an idea. Maybe it was a product or service that you thought would have it’s own niche in today’s market. And when you talked about it with one or more of your friends, they saw the possibility in it too. It was exciting and you started by defining your roles (if you have a partner or two) – who was going to do what – and set a few goals to get the ball rolling.

The idea gained some momentum, you created a website, found an investor or two and put your product or service on the market. Did your product take off and demand immediate (unplanned) growth in both personnel and inventory? Did your service initially catch fire, and then sputter as you met ongoing challenges in delivery? Did your small business venture reach 50 + employees and you are realizing that you don’t recognize all the new faces or monitor the turnover?

Here’s another scenario I’ve seen. Your product was a great idea, but you never realized how much work the company would demand. While you are a fantastic entrepreneur – you now see how difficult it has been to hire people who are well suited to lead a growing organization. In fact, you even hired some friends or colleagues into key positions in your organization to help out. However, now you’re seeing gaps. Is it who you hired (gulp)? Is it how you defined the roles – or how you watched personalities change once you hired your “friends?” And now you’re noticing performance deficiencies based on interpersonal conflicts at work, personal relationship issues at home, or difficulty managing a growing level of stress and anxiety.

As challenging as any or all of these problems can be for an organization, they are not unique. They crop up all the time as demand increases, business grows, and change becomes imminent.

So where do you start? Whether you decide to bury your head and fake it for a while, or continue to play the shell game with roles and responsibilities, the bottom line is that it’s time for a clear direction in addressing the need for change. Here is where Prosperity can help. As Psychologists who have worked with many people and organizations through various transitions, we truly enjoy helping companies sort out their priorities, define goals, develop potential you currently have and/or hire the right potential using the best tools and information.

Call us – or send us an email, and let’s set up a free consultation! There’s absolutely no cost to you to sit down with us and discuss what challenges you have – or what you need to get where you want to go. Let’s develop a plan and bring back that excitement that sparked this idea you had – and all the hard work you’ve put in to get this far!



Keys:  Change management,  management,

Business complexity: Are you and your leadership team mentally tough enough?

Someone asked me what my favorite skill of executive leadership was to examine. My answer was the ability to deal with complexity. Now that may sound vague and illusive, however leading a business and creating opportunities requires a great deal of mental flexibility, resilience, and critical thinking. After all, we are in a world where it’s essential to be able to navigate a very complex business marketplace. Circumstances and opportunities change quickly. Therefore how well you and your leadership adapt to the landscape requires a great degree of each of these skills.

So how do we take a deeper look at a leadership candidate’s mental flexibility, resilience, and critical thinking that lead to adaptability? To begin with, a comprehensive interview can uncover a great deal. The important thing is what questions are asked followed by what those responses suggest. I’m not saying there are “right answers” necessarily – because sometimes we have to be able to examine as much of what’s not said as much as we examine what is said. I know that may sound esoteric, but it’s a skill set that many of us in the field of psychology have honed. Next, we can look at the results from measures tailored to specifically assess these skills. Are we assessing someone’s psychological profile? No. Are we taking a close look at how well someone’s responses fall within the spectrum of responses that proven leaders provide? Yes. Absolutely! And when we combine the measured results with a solid interview, we’ve got a firm foundation for recommendations that are on target.

This is what makes our leadership assessments and recommendations so strong. If we can help an organization put someone with the mental flexibility, resilience, and critical thinking needed in place to get the job done – then that organization is going to thrive in this complex business marketplace.

The icing is the executive coaching we provide to new hires (or even seasoned staff) as they grab the reins and move towards excellence.

Let’s talk about your organization. Who do you need in what key positions? Who has the ability to lead the organization?

Give us a call. We would love to help! 720.612.0244