If you want your organization to grow, you should get started with innovative projects. Below I describe 4 steps that you can follow.

Sometimes, the best way to characterize an organization is by paying attention to the phrases that are frequently used in the workplace. While visiting Acme, Inc. (if you think that I throw clients under the bus, try Google!), I heard the following gems:

  • “That is not my department.”
  • “I know it is stupid, but this is how we do things here.”
  • “Why change? This is how we’ve done things since 1910.”
  • “It is almost closing time, so, just call me tomorrow.”

And you know the funny thing? Though the factual accomplishments every day were minimal, almost everyone complained about the workload.

Don't Be Like Acme

Do you recognize this picture? I reckon you do! My advice to companies like Acme is very simple and inspired by meme culture: “Don’t be like Acme.”

But what can you do when you are a manager in an organization like Acme but you are afflicted with the growth hack mindset yourself? What is the best way to get started with innovative projects in such a corporate culture? It will be an uphill battle, my friend, but it will not be impossible to bring about some change. I would recommend the following steps:

  1. Get C-level and Other Stakeholders Involved

Make sure that the most important people in your company are on board with your plans. Preferably, one or two of them will even help you cause change. All hierarchical levels are important, but without proper CxO support, things will become pretty difficult—if not impossible.

  1. Connect Potential with Performance

Conduct a gap analysis with your team. This method will help you assess the difference between the actual performance of your people and their potential or your desired outcomes. Subsequently, you fill in their missing competencies through courses or training.

  1. Hire Talent Afflicted with the “Growth Virus”

You may also need some new faces. If that applies, you should only hire people that are just nuts about growth. Furthermore, they should be team-players with strong conceptual, analytical, and social skills, able to work independently and have an entrepreneurial ability. And last, but not least, they should have a growth mindset.

  1. Get Started with Growth Hacking!

Now, you select your best and brightest employees and form a growth team. Their first step should be to create minimum viable products (MVPs). Don’t forget to debrief your organization on the team’s progress. This will inspire other people to get started with growth hacking too.

Now, it’s time for you to start growing! Do you need some help or advice? Let’s talk!