Main a Multi-Unit Enterprise, Half 2

Leading a Multi-Unit Enterprise, Part 2

That is half 2 of “Main an Enterprise,” which ran within the earlier challenge. Half 1 coated the significance of building a hierarchy, having an open-door coverage, and creating a powerful help crew. Half 2 covers the significance of teamwork, driving the tradition, delegation, and follow-up.

Because the chief of an enterprise, there are particular issues you should do every single day to maintain your group moving into the precise route. Beneath are some extra of the issues which can be usually ignored, however that may make a giant distinction within the success and concord of your enterprise.


In a multi-unit group, you’ll be able to shortly create a divide of “us versus them” between the sphere operations and the help crew within the administrative workplace. Because the help crew grows and you’ve got extra shops, it is crucial {that a} spirit of teamwork is created between the 2. One can not exist with out the opposite, and nobody is extra essential than the opposite no matter pay and title. Everybody has a job within the success of the group all of them belong to. Constructing that understanding, perception, and tradition can be crucial to reduce points and to foster care and open communication between them.

Drive the tradition

It is vital that each group has a well-thought-out constitution with a imaginative and prescient, mission, and guiding ideas. If that constitution is adopted, it would take the corporate the place you need it to go. Then your job is to drive it to the bottom ranges of the group. Solely then will the ship transfer within the route that you could accomplish your objectives.

Tradition does begin on the prime, and in the event you don’t lead along with your constitution you can not count on your crew to. Ensure that to continuously test your self towards your constitution (mission, imaginative and prescient, guiding ideas). In case you are a job mannequin of what it’s prefer to dwell the constitution, then you may have the ethical proper to count on others to do the identical… however not earlier than that.

It won’t be a simple activity. It won’t be straightforward so that you can dwell the constitution, and will probably be much more tough to drive it into the group. However with exhausting work and relentless dedication it may be achieved.


Because the chief of a big group, you at the moment are extra accountable to delegate and to not execute. With a purpose to nonetheless make sure that issues occur virtually in addition to in the event you had achieved them, you need to comply with this course of each time if you delegate:

  1. Outline the duty – Clearly outline what activity you wish to delegate. You want to outline what the duty is, the way you need it to be achieved, the timeline by which it must get achieved, and what instruments must be used to get it achieved.
  2. Selected the precise particular person – Not everybody is nice at every part, so if you select the particular person to delegate a activity to, ensure they’ve the capabilities to do it. For instance, don’t ever give me one thing to memorize as a result of I’ll fail miserably, however give me something that requires numbers and I’ll excel at it.
  3. Practice the duty – Earlier than you delegate any activity, ensure that the particular person is aware of precisely tips on how to do the duty. Practice them and retrain them if vital.
  4. Delegate – Be sure that the particular person you expect to take over the duty is evident that from then on they’re solely answerable for the end result of that activity, and that they are going to be held accountable for getting it achieved. Generally leaders assume that an individual is aware of they “personal” it and that particular person is shocked when they’re held accountable for it.
  5. Comply with-up – Simply since you adopted the steps above doesn’t imply that the duty will get achieved. It’s crucial that you just do the correct follow-up to make sure it does. (Extra on this under.)

Discover that I mentioned that issues will get achieved virtually in addition to in the event you had achieved them. You’ll have to quit the concept folks will do issues the way in which you do or in addition to you’d—to begin with, as a result of everybody does issues just a little in another way, and second as a result of nobody will ever care as a lot because the proprietor does. The truth is that the one means for this to occur is so that you can do every part your self. Nonetheless, you will be unable to do it and live on. So, quit on perfection and embrace excellence. In any case, perfection is within the eye of the beholder, and I’ll argue that some folks will have the ability to do the job higher than you.

Comply with-up, follow-up, follow-up

The magic is at all times within the follow-up! The ability and magic of follow-up can’t be understated. Anybody can construct plans, present route, and provides clear directions on what they need achieved. Not everybody has the flexibility to do the required follow-up to ensure issues occur. If there is no such thing as a follow-up, the probabilities that these plans will come true the way in which you need them to are close to zero; the extra follow-up, the upper the chance.

Because the chief and franchise proprietor you’re finally answerable for offering the required follow-up on each activity within the group to ensure it will get achieved. Discover that this doesn’t say you need to do the duty; as an alternative it says that you need to do the follow-up to ensure it bought achieved. So, the subsequent time one thing essential doesn’t get achieved, you could wish to assume to your self…

  •  Did I correctly outline the duty?
  •  Did I select the precise particular person?
  •  Did I do the correct coaching?
  •  Did I make it clear that they have been accountable?
  •  Did I do the correct follow-up?

If the reply is “no” to any of the above, then you’re accountable, not the worker.

Advisable books

Being a pacesetter will not be straightforward. It additionally comes with plenty of duty, and in the event you do it mistaken, the way forward for your group is at stake. I’m a scholar of the artwork of management and, as such, I learn rather a lot. These are a number of the books I might suggest to leaders of multi-unit organizations:

  •  The 21 Irrefutable Legal guidelines of Management—John Maxwell
  •  Management and the One Minute Supervisor—Ken Blanchard
  •  How To Develop into a Nice Boss—Jeffrey J. Fox

That is an excerpt from Multi-Unit Mastery: Remodel Your One-Unit Franchise Job Right into a Profitable Multi-Unit Enterprise, by Aicha Bascaro and is used right here with permission from the writer.

Aicha Bascaro is the founder and CEO of the American Franchise Academy. She began as a supply driver and, via the years, was promoted to space supervisor, franchise marketing consultant, director, and model vice chairman. She ran a multi-unit/multi-brand group for a franchisee and constructed her personal prototype model. She has straight managed multi-unit organizations from 7 items as much as 63 items in 3 states, has labored in home and worldwide operations, and has lived in 14 nations in her profession. Contact her at [email protected].