New, But Not New

Joining a small company that has fought to survive over an extended period of time, and prevailed, means that you’re joining a team of people that have bonded over incredibly stressful low-points, and the elation of big wins.

This is a hard environment to enter — there is a natural tendency for these folks to trust each other, and their instincts and decision-making abilities over those that are ‘new’. They only see ’new to the company’ without always recognizing that we’re not new to the situation. This is completely understandable, but also makes it hard to bring change.

Some recognize the need for change and embrace it; some hold on with a death-grip and, while they often don’t say it, exude : “That’s not the way we do it here”.

As a company grows it must change, and as the ‘new’ person I can only ask to be heard, and to observe if my changes/suggestions improve things. Getting buy-in and establishing credibility takes a lot of time and energy. One foothold for progress is to listen to the team on what they want to change and, assuming it’s part of your change recipe : champion it, make the change and show the benefits and progress.

Those that resist (or worse, feign open-mindedness) and continually express skepticism, gripe and undermine can be toxic and exhausting.

Leaders of start-ups must prepare their early employees that things will change as the company grows. Some people won’t make it through the change, but those that stay will benefit, and be able to thrive, from knowing change will come.

Who are the ‘change embracers’ in your environment? Have you ever found yourself saying ‘That’s not the way we do things here’? Are you the one resisting change?