Frequently asked questions.

Growth Scorecard.

  • A collection of short descriptions of the growth pillars content, together with my own take on each one, bringing it to life. Once you’ve completed your scores, your report is available straight away, and because it’s personalised to your business, it’s easy to relate to and use.

    I’ve designed it based on my starter diagnostic that has evolved over 20 years; I use it right at the beginning of growth projects, because it works as a strong starting point. The only difference with the Scorecard version is the enhanced content and it’s automated and much easier to use than my manual version!

  • Because I care deeply about the growth pillars being widely known as a simple, yet successful growth model. If having access to it helps leaders to help themselves, that’s great. For those that go onto to buy any of our products and services, the Scorecard is their starting point anyway.

  • Yes, as long as it’s used as part of the solution; as with any tool, the Scorecard has its specific use. In this case, it’s for leaders to understand what constitutes the fundamentals of growth (including sales), and an indicator of what’s in place and effective, and what’s not.

    Any gaps are telling, especially those relating to the customer experience pillar, which indicates that sales and service-related expectations may well be unclear. So it’s the starting point for seeing the real picture and then deciding the best way to resolve it.

  • I’m very familiar with the main steps of the customer experience & standards pillar for recruitment businesses.

    This is the pillar that always varies from industry to industry. Because I “grew up” in the recruitment industry (and 80% of the SMEs I’ve worked with are recruitment businesses), it’s logical to start there.

    We do have plans for more specialisms, and these will be based on what our customers tell us they need. In the meantime, we’ve created the SME version, which includes core customer experience steps for any business to use as a starting point.

Growth Framework.

  • If the Scorecard is the taster, the Growth Framework is the DIY main course option!

    My aim with the DIY Growth Framework is the same for the Scorecard: to make it widely accessible.

    In addition, to make something that many find complex, into a manageable product that leaders can use together, step by step. It’s based on years of knowledge, rolled into manageable chunks. All at a much lower price point than the consultancy option.

    It’s packed with full content templates, with instruction designed to feel as though I’m with you and your team as you tailor them. This includes comprehensive in-built learning content for tailoring the templates, all in a choice of formats, plus examples of completed versions when using them. Further learning includes project management, how to roll out the Framework, change management style, to your leaders and the wider business, plus soft skills that are invaluable when used throughout.

    But making the most of it will still require work on your part! And that starts with focus, time and effort from the top team and the wider business. Projects typically last 3-6 months, longer for larger businesses.

  • The short answer is no. The Growth Framework is a tool, that provides the foundations for success, part of the overall solution to maximising opportunity for successful, sustainable growth.

    What I can say is that when the top team collaborates to create your growth pillars, gets them carefully embedded into your business, and they are then used effectively by everyone, every day, there is a much greater chance of growth to happening. Training and coaching where it’s needed makes this much more likely.

Getting started.

  • The best place to start is with the Scorecard, ideally with your top team. This will clarify (or give you a good idea of) your current situation, priorities to work on, what you can do for yourselves, and the type of support you might need. It also starts top team collaboration from the beginning, which is a big plus.

    Next, I recommend prioritising your vision planning as early as possible. This is because it sets the scene for your whole growth journey. All businesses I’ve worked with that have this in place before they really get going, do far better than those that don’t.

  • I’m often asked for training to resolve perceived issues; once the growth pillars are right, and people supported to understand and use them properly, those issues usually disappear.

    Training and other types of development is definitely valuable but only when appropriate. It’s much more likely to be a waste of your investment, if your growth pillars aren’t in place to start with.

Additional Services.

  • Actually, I love feedback and coaching! These are the best “base” forms of personal, team and business development I know!

    In everyday life, this is what helps people realise their personal potential; it’s the same for business. When feedback and coaching is ingrained in business culture, levels of engagement, performance and empowerment are strong and results are typically much higher than normal.

    Also, the techniques for feedback and coaching can be adapted for all sorts of situations: onboarding, developing experienced staff, tricky situations, team-building sessions. That’s why I start every growth project by sharing feedback and coaching techniques with leadership teams.

  • I do focus on leadership and management development, although my consultancy work has included creating bespoke training programmes such as sales, service and specialist subjects, for businesses to own and run themselves.