Growth is a sign of a healthy business. But what happens when your company scales faster than your team can keep up? For many small business owners, 2025 is already shaping up to be a year of unprecedented expansion. After the challenges of previous years, many have rebuilt stronger, leaner operations. Now, the focus has shifted: the business is ready to grow, but the team needs to grow with it.
And that’s where many leaders hit a wall.
Growing pains don’t just show up in the financials or systems — they show up in the people. Culture, collaboration, communication, and clarity all begin to strain. But with the right mindset and strategic tools, like DiSC assessments and intentional leadership development, you can scale your company without sacrificing the values and culture that made it special in the first place.
Recognize That Culture Will Evolve as You Scale
Company culture isn’t a static element you can write on the wall and walk away from. It’s a living, breathing reflection of your team and your leadership — and as your company grows, that culture will evolve.
The question is: Will you shape it or let it drift?
What worked for a small, tight-knit team of 4 or 5 may not work for a team of 10, 20, or 50. Systems, communication rhythms, leadership expectations, and workflows all need to adapt. But more importantly, your leadership style needs to evolve, too.
This is where self-awareness becomes non-negotiable. That means reflecting on your own leadership growth — and being willing to grow with your business.
Understand Your Role in Modeling Leadership
If you’re leading a team through growth, your example sets the tone. How you handle pressure, communicate change, delegate tasks, and give feedback directly influences the environment your team operates in.
The DiSC personality framework can be a powerful tool in understanding your leadership approach.
- If you lead with Dominance (D), you might drive change quickly but struggle to bring the team along.
- If you lean into Influence (I), you’re probably great at motivating others but may overlook details or timelines.
- Steadiness (S) leaders offer stability and calm but can resist change or confrontation.
- Those high in Conscientiousness (C) likely prioritize accuracy and process, but may need to work on being flexible or people-oriented.
No profile is better or worse, but knowing where you stand today helps you make intentional decisions about how you want to lead tomorrow.
As your business grows, your leadership has to grow with it. That might mean stepping into more of a coaching role, focusing on strategic thinking, or building out new leaders under you.
Using DiSC Profiles For Team Development
One of the biggest pitfalls companies fall into during rapid expansion is hiring quickly to fill gaps, instead of intentionally building a rockstar team. And while we’ve previously explored how to build a rockstar team in 2025, the key takeaway here is:
Hire people who align with your culture but who also have the drive and mindset to evolve with your company.
This means:
- Asking better interview questions that reveal long-term goals, adaptability, and learning mindset.
- Onboarding with culture in mind, not just policies and procedures.
- Identifying future leaders early and investing in their development.
As your business evolves, so must your team. That means letting go of the idea of “perfect fit” today, and instead hiring for potential, grit, and growth.
Set A Culture-Driven 90-Day Growth Plan
Whether it’s for new hires or for evolving your current team, having a 90-day plan tied to your company’s cultural values and business objectives is a game changer.
Your plan might include:
- Clear performance expectations
- Weekly coaching conversations
- Feedback loops that invite questions and ideas
- Specific milestones tied to both tasks and mindset development
This structure not only sets your team up for success but also gives you visibility into who is aligned, who needs support, and where bottlenecks exist.
And most importantly, it keeps your culture at the center of your operations — even as your operations scale.
Leading Through Growth Means Leading With Intention
The hard truth is this: You can’t scale your business without evolving your leadership. And you can’t lead effectively without understanding your team, your culture, and yourself.
Whether you’re reflecting on your DiSC profile, refining your hiring strategy, or preparing your team for their next big step, remember this:
Growth doesn’t have to come at the cost of culture. In fact, when done right, growth can strengthen it.
If you’re navigating a growth phase and want to protect the heart of your company in the process, let’s talk. Book your first coaching session free and gain personalized insight into how to lead your team forward — with clarity, strategy, and purpose.