Culture and change for founder led lower-middle market companies

This page is for founder led lower-middle market companies with 5 to 50 million in annual revenue. The goal is to keep your founder spirit while you add structure that helps people do great work.

Questions and short answers

How do I keep our founder spirit while we professionalize

Write a one page ways we work that names three behaviours you will protect such as bias to action and close to customers and speak plainly. Bake them into hiring, onboarding, meetings, and reviews. Remove rules that slow work. Add only the few processes that lift quality and cash. Leaders must model the behaviours every week.
Keep founder spirit while you professionalize

How do I communicate change without creating fear

Explain why now, what is changing, what is not, who is affected, and how success helps customers and the team. Share a simple timeline, a Q and A, and where to ask questions. Use managers as the first line. Close the loop fast with updates and show early wins so people see progress.
Communicate change with confidence

What rituals help build a strong culture across sites and shifts

Use short weekly wins, customer outcome stories, and recognition tied to values. Run a simple all hands each month with metrics and shout outs. Hold manager circles to share fixes. Add cross shift handovers that include a thank you and the top risk for next shift. Keep each ritual short and predictable.
Choose rituals that scale culture

How do I handle underperformance in a fair way

Set clear standards and share examples of good. When there is a gap, use a simple 30 60 90 plan with one owner and two or three measures. Give support and feedback weekly. If results do not improve, move to a new role that fits or exit with respect and clean documentation. Protect team standards and trust.
Handle underperformance fairly

Culture and change for founder led lower-middle market companies

Questions and short answers

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