At some point in the growth of your lawn or landscape company, you will want to focus your attention on new things. You may be bored with your current role, or you have personal or professional passions you want to follow.
Are you ready to make a change?
It is hard to make that transition, from leading the company to the role of inspiring the company. And if you are the face of the company, it is 10x harder.
How will you do this so that your company legacy continues to soar, while you shift your focus?
Grab a cup of coffee and ponder this example:
When Howard Schultz of Starbucks made the transition (for the second time, after the first time backfired), he made it clear to his troops that the new CEO was in charge. They held a private meeting, all sitting down on the wooden floor of the original Pike Place store. Howard then stood up and said to Kevin (the new CEO) and the leadership team, “This is my personal key to the Pike Place store. It is a key that I’ve carried with me for decades. And I want to present you this key as a symbol of this transition.”
In my experience, a successful “next generation” leader tends to be more analytical because they don’t have the benefit of decades of operating by their gut and learning from early-on mistakes.
Success also requires a more distributed leadership model. Even if the founder could initially run the business by herself or himself, the next generation cannot, or more accurately, should not do the same.
Assuming you have found the right leader or group of leaders, what will they actually focus on?
- Nurturing the vision
- Making tough decisions to strengthen the company’s future path
- Bringing more technology to bear
- Greatly expanding the growth of the firm, based on the foundation built by the founder
What does a “founder-inspired” leader do?
You have a few choices on what your new role will be.
- Allow the new management to implement, i.e., stay out of their way!
- Look far ahead into the future growth, research new products and new markets
- Help ensure the original purpose of the company is kept alive, and strengthening the purpose to attract the younger generations.
- Act as an advisor to the new leadership
When I speak to leaders, some of them also have other desires:
- Return to the field, back to their roots, to lead hands-on training
- Go back to sales while someone else leads the firm
- Or simply move on to enjoy life and travel more
Here is a prime example of a client who wants more free time:
I received a call from a landscape business owner who now wants to shift at the age of 52, take more frequent 4-5 day trips with his daughter, learn to surf, and enjoy life with his wife as traveling foodies. We will be working together to make that shift, and identify the team and infrastructure he needs in place to transition as quick as possible.
Your challenge: Be honest with yourself – what would you like your role to be in the coming 3 to 5 years. (Don’t plan 10 years out to make this shift, that is too far in the future.) Start putting steps in place now to transition from founder-led to founder-inspired.
