In larger organizations, roles like “customer coordinator” or “sales support specialist” are typically narrowly scoped to a few discrete tasks, and there are often multiple people doing those roles, organized by region or product category. But in midsize companies, those roles are far fewer and encompass a wider range of activities. That kind of breadth can be leveraged in challenging times.
This helps break the myth that bigger opportunities only come with bigger companies. While that may sometimes be true, most employees in midsize companies know that it also comes with a “small fish in a big pond” price tag: You may get a bigger role, but you’re also less visible because you’re now swimming in a larger pond with many more fish.
Midsize companies have the advantage of creating more immediate connections between senior leaders and frontline employees. Their smaller size makes it possible for leaders to get close to all employees, regardless of hierarchy, and ensure that the messages they want delivered are clear, consistent, and understood.
Consider the growth priorities you may have had to pull back on to weather the current market volatility. Carve out aspects of it to refresh, reexamine, or build acceleration plans for, and get future leaders involved. This builds a cadre of leaders ready to be activated in new leadership experiences when things turn around and you’re ready to double down on growth again.
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