How to Increase Your Company’s Revenue or Gross Income – Part 8

Welcome to LeadEtics® Consults Actionable Business Advice Series.

We are going to address the basis behind organizations and businesses that thrive notwithstanding what was happening in their markets or the world, whether it is a global pandemic like a national labor strike, political unrest, or the shift in the fundaments, the behaviors, or characteristics of their market.

The past twenty months had been trying times for virtually all of humanity and businesses, except for very few people and organizations who knew, understood, designed, and worked to implement a framework that keeps their businesses growing and profitable.

Is your business one of these rare ones?

The framework that beats all crises that humans and nature can throw at a natural or legal person is Personal Resilience (for individuals) and Corporate Resilience (for organizations).

Steps to Attaining Corporate Resilience

By corporate resilience means a business should build and have intrinsic attributes and internal wherewithal with which to withstand both micro (internal) and macro (external, national, global) socioeconomic challenges that have the potential to ruin or cause the shrinkage of organizations and people.

To achieve this, all layers of your business and employees must devote their energies to acquire, comply, adhere to, and self-monitor the attainment of the attributes of resilience in all their activities.

There are four (4) Corporate Resilient Factors, as defined and described below. Although, we will address one per week for the next four (4) weeks for the sake of brevity.

Steps to Attaining Corporate Resilience – Step One/Factor One

Having, Upgrading, and Maintaining of a Great Team

As human beings are the organization, it presupposes that one must have a group of people who belong to the core team of an organization. This team must have similarities of characteristics as the leader of the team, presumably the CEO of the organization, or a sectoral, divisional, departmental, or project manager.

Where the team members have divergent characteristics, especially against the team leader, such a team, no matter how competent, will fail. In addition, where a team lacks 1) clear identity, 2) valuable purpose, 3) high energy motivation, 4) an actionable plan, 5) agreed operating policies, 6) a high level of competence, and 6) outcome-based commensurate remunerations for the team members, such a team will founder and fail.

The first and foremost and most essential building block of corporate resilience is to have a team that is 1) allowed the freedom to create, 2) allows the unhindered exchange of honest communication between and among the levels of the corporate hierarchy of the business, 3) management commits to the dedicated and consistent upgrade of team members competencies, 4) management affords and pay commensurate remuneration, 5) management instill and enforce a just and consistent regulation of the affairs of the business, 6) management is supported by effective administration, and 7) management is backed with sunshine-clear purpose and actionable plan.

The days of one person knowing all of management or government are gone. The days of disharmonious management and teams are gone. The days of leader and followers are done, except most people don’t recognize this.

The day of teams of leaders and leaders; teams of equals in competence, ownership, devotion, and enlivening purposefulness is here. We are edging into the age of resilient individuals, businesses, organizations, and societies. Resilient organizations are made by a resilient team. A resilient team is made as given above.

So, use the above step one (1) of the resilient framework to get your organization to become resilient, and capable of withstanding any human-made or nature-wreak havoc, more of which are just on the horizon.

Let us continue to strive to thrive!

Babatunde Odutola
LeadEtics® Consults