Don’t Stress Over Control

New Entrepreneurs like to maintain control.

However, understanding and managing their sphere of “control” and not stressing out over it is crucial in growing their businesses.

When Entrepreneurs start their businesses, they prefer to have total control over everything that goes on in their organization. All decisions must be made by them and nothing can be done without their say so.

As the business grows, the Entrepreneur is reluctantly forced to give up some control and delegate tasks to others. He or she still wants to know what happened. When successful, the Entrepreneur has to transfer responsibilities to a secondary level of leadership. In that stage he or she cannot keep track of all details.

At every stage of the growth of the company, the Entrepreneur reduces his/her sphere of direct control. This is very difficult for most Entrepreneurs, especially in the first business venture.

Building a stong secondary leadership team, guiding and mentoring the team, and periodically monitoring their accomplishments towards specific objectives and the overall Mission will reduce the anxiety of the Entrepreneur. If the Entrepreneur cannot learn to reduce his/her sphere of control, it will create stress that might be detrimental.

When things fall outside your sphere of direct control (to lower levels of the organization), resist the temptation to wrest such control or stress about it. Focus on the bigger picture and Mission.

Ravi Patel

www.patelCFOservices.com

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Published in: on October 10, 2017 at 4:10 am  Leave a Comment  
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Maintaining Control

New Entrepreneurs like to maintain control.

However, understanding and managing their sphere of “control” is crucial in growing their businesses.

When Entrepreneurs start their businesses, they feel like they need to have total control over everything that goes on in their organization. All decisions are made by them and nothing can be done without their say so.

As the business grows, the Entrepreneur is forced to give up some control and delegate tasks to other. He or she still wants to know what happened. When successful, the Entrepreneur has to transfer responsibilities to a secondary level of leadership. In that stage he or she cannot keep track of all details.

At every stage of the growth of the company, the Entrepreneur reduces his/her sphere of direct control. This is very difficult for most Entrepreneurs, especially in the first business venture.

Building a stong secondary leadership team, guiding and mentoring the team, and periodically monitoring their accomplishments towards specific objectives and the overall Mission will reduce the anxiety of the Entrepreneur. If the Entrepreneur cannot learn to reduce his/her sphere of control, it will create stress that might be detrimental.

When things fall outside your sphere of direct control (to lower levels of the organization), resist the temptation to wrest such control or stress about it. Focus on the bigger picture.

Ravi Patel

www.patelCFOservices.com

Relinquishing Control

“Don’t let go too soon and don’t hang on too long.” – Mitch Albom. Quite useful advice for Entrepreneurs.

It is always a delicate balance as to when an Entrepreneur needs to let go and delegate responsibility of his/her business to someone else. If one leaves too early, the Mission and Vision might remain unaccomplished. On the other hand, hanging on too long might jeopardize long-term success.

Leaving the business to pursue other ventures is all dependent on to whom the Entrepreneur is relinquishing control. If the Entrepreneur has built up a strong leadership team and a solid foundation to accomplish the Mission, delegating responsibility to run the business to a competent CEO is prudent. However, if the leadership team and the new CEO are not seasoned and well-developed, the Entrepreneur risks a lot by leaving too soon.

Hanging on too long can be an issue also. If the business has grown beyond the capability of the Entrepreneur to successfully run it, it might be damaging to hang on to power. A new CEO is then necessary. Alternatively, if the Entrepreneur has recruited a solid leadership team and a likely CEO and trained them, hanging on will be demotivating to the capable successor CEO and the  team as they cannot show off their potential.

If the Entrepreneur runs the business on his/her own without a secondary leadership team and wants to continue doing so, he/she does not face the question of leaving too early or hanging on. But is that continued retention of control achieving the Mission and Vision of the business?

Ravi Patel

www.patelCFOservices.com