Our culture worships entrepreneurs, go-getters, self-starters, and hustlers. At some point, we even decided that being a disruptor was a good thing.
On one hand, it makes sense. These are the people who come up with new ideas, new technology, and new businesses. They're confident and charismatic. Making big decisions doesn't bother them; they seem to thrive in chaotic, high-pressure environments.
On the other hand, these very same individuals and qualities can pose a risk to the long-term health of your organization. How, you ask? In the form of FounFounder'sdrome.
Most people would consider the characteristics we listed great for business. And they are, especially in the beginning.
Think about all the conditions present in start-ups: high levels of risk-taking, lots of unknowns, big decisions on short timelines, and small teams that have to move lightning-fast.
There is often one person in particular who IS the brand. Without that individual on the team, there would be no team. And this is where things can get tricky.
Founder's Syndrome is a phenomenon that occurs when your awesome, inspired, fearless leader becomes more of a liability than an asset. (For our purposes here, we will refer to this person as the founder or leader, but it could be a President, CEO, Board member, or another powerful person within the organization.)
Your founder's affinity for making solo decisions, operating on the fly, and being inseparable from the core of the company may have been a huge asset at one point, but these traits aren't necessarily going to be helpful or sustainable as the company grows and changes over time.
Expanding organizations need to evolve in thoughtful ways. Gone are the days of one or two people making lightning-fast decisions over energy drinks. As organizations grow and develop, things like collaboration, process, planning, and consensus must come into play.
As passionate and motivated as your founder or CEO may be, no one person should be the heart, soul, and supreme leader of an organization. Think about that person were to suddenly disappear? It could very well be the end of the organization.
What happens if they stick around? An individual vision becomes the company vision. Alternative ideas are stifled, and the business becomes more about the charismatic leader than the organizational mission.
Have you ever worked on a group project where one person used their influence to hijack the original idea and take it in a different direction, ultimately making everyone but them unhappy and producing a sub-par result?
Founder's Syndrome is much the same but on an organization-wide level.
While Founder's Syndrome is more common in non-profit organizations, for-profit companies (especially small to mid-sized ones) can also easily suffer.
So, how can you tell if your organization has issues? Here are some common warning signs:
If any of these are ringing bells for you, you may be an organization suffering from leadership dysfunction. But if the fire alarms are shrieking, you could be experiencing the effects of Founder's Syndrome.
The key to fixing Founder's Syndrome lies within the founder or leader. Will this person be able to recognize what's happening, accept their role in it, and be willing to make changes?
Not if everyone keeps pretending everything is fine.
The first and most important step to recovering from Founder's Syndrome is identifying it as an important issue and helping others do the same.
Yes, this may sound terrifying, especially if you're afraid of the founder. But one thing to remember is that your leader's passion for the organization is genuine and might serve you well here.
To recover from and deal with Founder's Syndrome:
When it comes to Founder's Syndrome, discovering it and recovering from it can both be a bit tricky, but that doesn't mean it's a lost cause.
There are reasons why so many founders get so wrapped up in every detail of the businesses they run. They love them. They believe in them. And they want them to be successful. Tap into those desires and help make those dreams come true.
Download our Agency Annual Planning Guide, and step onto the path of getting the agency of your dreams.
Content provided by Q4intelligence
Photo by Denis Koltsov