• Larger workforce: As your company grows, there’s a very good chance that you’ll need to hire more employees. More employees means needing more managers. It can also mean better management, and that leads me to #2.
• Better workforce: Let’s face it, some areas of your workforce may need improvement as your company grows. As hiring raises the bar, this might mean parting ways with employees who can’t maintain the new standard.
• Multiple offices: A growing company can, and often does, mean multiple offices. For example, a software company in the San Francisco Bay area may open up a sales/customer service location in New York (very imaginative, I know).

So business is booming, and this means that there are new faces being thrown into the mix. Further, a second office is being opened up in a city that’s halfway across the country. Your company’s cultural dynamic will inevitably change, so now it’s not a matter of “why” but rather “how” to adapt your company culture. Several issues may arise, from leadership to management, operations to communications and more. Even your current technologies might need a sudden upgrade.

Whatever changes your culture needs, one thing seems to remain constant across all growing companies: implementing organizational change starts and ends with your company’s leadership. A study by the Center for Creative Leadership concluded that the competencies necessary for the leadership of growing companies include leading people, strategic planning, inspiring commitment and managing change. Aside from making complete sense, focusing on growing with (or into) the right leadership as your company expands often results in maintaining, and in some cases improving, your culture. In other words, adapting your leadership first means sustainable growth.