Building Great Managers for Scalable Business Growth

Many business owners fall into the trap of feeling like they need to do everything themselves. But things often change when they realize that real success and freedom come from building a strong, capable team. 

Owners trying to juggle every task are likely to feel overworked, frustrated and stuck. As a business grows, owners need to transition to being less in the restoration business and more in the people business. This means shifting their focus away from running a business that pays the bills to building an organization that is structured for continued growth. This can be done only by delegating responsibilities and empowering others to take ownership of their piece of the business.

The Cost of Doing It All Yourself

Many owners believe that handling everything themselves is necessary, but it’s a trap. Business owners who try to do it all often end up stretched too thin to give their best effort to any one task, let alone lead the company effectively. Even worse, the business can only grow to the point that the owner can personally handle it all, which means they will stifle the growth of the business.

The solution lies in the owner transitioning from a “doer” to a “delegator.” This means they step back from the front lines and empower others to take ownership of key functions like marketing, operations, accounting and customer service. Doing so will free up time for them to focus on strategic growth and ensure all the moving parts work together.

What If You Can’t Afford Managers?

Every successful business needs strong team members and managers to take responsibility for critical functions. Whether a company has five employees or 50, the principle is the same: someone needs to be in charge of each area and be accountable for its results. However, many businesses may not have the budget to hire seasoned managers right away. 

In these cases, owners can start by empowering their existing team. Some team members might be ready to take on additional responsibilities, even if they may not yet be perfect candidates for full management roles. For example, they might take ownership of a specific KPI (key performance indicator) or an important process within their department. As they learn and grow into these responsibilities, both they and the business owner will gain confidence in their abilities.

Owners often identify potential leaders by looking at those already handling significant tasks. For instance, think about who answers the phones and turns leads into appointments or jobs. Could they also take ownership of maintaining KPIs for customer service or lead conversions? What about those who handle marketing or business development? Could they be empowered, through clear goals and training, to drive better results throughout the department? 

By cultivating leaders within the existing team, businesses can build a strong foundation for scaling while maintaining quality and efficiency.

Building a Team That Moves With You

Delegating responsibilities is most effective when team members feel supported. Business owners who successfully transition to leadership ensure their people know they have the tools, training and resources needed to succeed. Without this support, employees may feel overwhelmed or set up to fail.

Some team members will rise to the challenge and grow into leadership roles, while others may never grow beyond handling a few focused responsibilities. Either way, a structure is being created that allows for growth and delegation.

Remember, building a team of capable leaders doesn’t mean hiring superstar managers right away. Often, the best leaders emerge from within the company. A current employee, even one with minimal experience, may display untapped potential when given the right tools and encouragement. As they develop, the business benefits from having someone who already understands the company’s culture and values. Meanwhile, the owner gains the bandwidth to focus on higher-level priorities that drive growth.

Overcoming the "Nobody Is as Good as Me" Mindset

Many business owners hesitate to delegate because they believe that no one else can do things as well as they can. While this may be true for certain tasks, it’s unlikely to apply to the entire business. The long-term impact of holding onto tasks because ‘nobody is as good,’ is that they limit the business’s growth and development. 

In some cases, the reluctance to delegate stems from past experiences where things didn’t go as planned. However, these situations often result from ineffective delegation rather than an inherent inability of the team. When owners provide clear expectations, training and support, their teams are far more likely to succeed.

Delegation isn’t about finding someone to do the job exactly as the owner would. It’s about empowering others to achieve results in their own way, while still adhering to the company’s standards. Often, fresh perspectives lead to improvements that the owner might not have considered. Letting go of the belief that ‘nobody is as good’ often allows businesses to uncover team members who excel in areas where owners might not.

Supporting Your Managers

Once functional managers are in place, the business owner’s role shifts to enabling their success. Several key actions can help to ensure that leaders thrive in their roles:

1. Provide training and resources. When team members know exactly what to do and how to do it, they perform better and feel more engaged. Ensuring they have the tools they need, which may include software, equipment, space and support staff, is crucial.
2. Check in regularly. Regular check-ins show managers that their work is valued and provide opportunities to address challenges. Asking simple questions like “How are you doing?” or “Do you have what you need?” can go a long way.
3. Foster collaboration and hold regular meetings. Ensure departments work well together. Address any conflicts to prevent destructive internal politics. Regular meetings can align goals, address conflicts and maintain motivation. These sessions should include sharing progress, reinforcing goals and celebrating wins.
4. Recognize achievements. Praise and appreciation such as public acknowledgment, handwritten notes, or even lunch for the team can boost morale and reinforce good performance.
5. Build future leaders. Managers should be encouraged to provide similar training and support to their teams. A culture of leadership development strengthens the organization and benefits everyone in the company.

Why Building Leaders Matters

Eventually, every owner wants to take a vacation, work part-time or even sell their business. None of this is possible if the company relies entirely on the owner’s involvement. Building a team of capable leaders ensures the business can run smoothly in their absence, providing both freedom and peace of mind.

Investing in leadership development also creates a more resilient organization. Strong leaders inspire their teams, drive innovation and maintain high standards. When a pipeline of capable managers is in place, the business is not only preparing for the future but also fostering a culture of accountability and excellence that permeates every level of the organization.

A well-trained leadership team doesn’t just take tasks off the owner’s plate; they solve problems, identify opportunities, and drive the business forward. This allows the owner to focus on strategic initiatives, growth opportunities, or simply enjoy the fruits of their labor. By empowering leaders within the company, business owners are not just building a business, they are building a legacy.