Lindsay’s In Business: PART 50: All change

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What happens when you realise your path is entrepreneurship rather than employment? Lindsay takes up the challenge and shares an account of her journey as it unfolds…

Just on my way back from a one week trip to London – wow. It seems like everything is changing so fast!

Great response from a conference on Monday and Tuesday.  Wednesday morning’s intro meeting with a Strategy Implementation consultancy was very positive.  My new Director was able to join – I think it really gave him some confidence. The next steps agreed were:

  • let’s run a Quick Scan with his team
  • let’s produce a one-pager to share with a current client.

On Thursday, the leader of the conference I’d attended on Monday (who also runs a consultancy) got in contact to say he’d approached one of his clients who is potentially interested in running Mirror Mirror across multiple teams.

Both consultancies were talking about delivering the whole customer facing process themselves. This means we would effectively then just ‘license’ the use of Mirror Mirror. Taking on that business model – to sell licenses and mainly, or fully, work with consultancies to deliver – has a number of refreshing advantages. It isn’t a million miles from the way we’d been thinking before, but if we move away from being consultants ourselves and can scale up that way, it makes our job much more focused, lean, and simple.

Then to top it all off, Friday, a Head of Comms in an international European organization sent me a meeting request.  That wasn’t unexpected, but it felt new.  Normally I’m the one doing the polite chasing – but here we are – I’m being chased! It felt like we were on a whole new flow.

But back to the license-sales model.  Thinking more on that, immediately, 2 new priorities go straight to the top:

  1. We need to train the trainer – to get that design and content ready – not too difficult.
  2. We need to upgrade our software – the black box that could now be our main revenue stream – needs to upgrade. That’s a major cost and I’ve got some ideas about the funding for that.

Now, instead of losing sleep because I’m worried about the future of the business, I’m losing sleep because my mind is whirring with excitement about the future of the business!

And new challenges come up with every new era. With two new team members joining, how to strike a deal with them that balances an offer of ownership / revenue shares with what they will provide in return, and that is also fair to the two of us who have already been working at this for 2 years. Tricky stuff.  The answer isn’t obvious and I discuss it 1-1 with each team member.

With the new wave of confidence being generated by all of this good news, I pick up hints of guardedness among what the other three may be ok with in a new configuration of arrangements that I haven’t felt before in the business. I realise that I’m feeling nervous about handling this issue properly. I’m not great with interpersonal conflict and fear this topic may jeopardise the goodwill and harmony we need to move forward as a team of four.

But I have to pick myself up and get out of fear-mode. I can’t solve this immediately and there must be a good solution at hand.  Relax – this is inevitable.  My goal is to be transparent with all four of us so that we understand and are happy with the various arrangements among us. The skill now is to mediate towards that understanding and come up with something that has been properly thought through instead of acting impulsively.

Then it crosses my mind that maybe I am being completely naïve – maybe it won’t be possible to find a win-win for all.  Was transparency a mistake here? I hadn’t even considered NOT being transparent because the values of the business are grounded in openness, respect, and inclusivity.

But I’ll press on with finding a solution that fits. I don’t want to lose anyone and I want those values to be real.

 

Mirror Mirroris a proprietary organizational effectiveness process. It is the quickest and most cost-efficient way to accelerate shared understanding and ownership within teams as a means of improving strategy implementation.

Your story, our platform: If you’ve got a story and would like to share it with other Femflectors, please let us know. Femflection is all about transferring learnings to help others, be they big or subtle. We want to connect with your feelings, your learnings, your reflections or your hopes for the future – in blog or interview format. Express yourself here. Get in touch with us via anja.uitdehaag@femflection.com

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