What Do Fish Have to Do with Faster Business Growth?

When you start a business, you tend to hire scrappy go-getters who don't need much direction or vision to keep moving and shaking. But as your company grows, you might find that those "do whatever it takes" attitudes that are vital during the launch phase get in the way once you've built a larger business.

If this has happened to you, you're not alone. While creative, driven individuals excel at launching startups, they tend to wither and die in a corporate setting. On the other hand, when you transplant a superstar from a big business into a startup, they tend to struggle to get started.

What makes some employees suited for launching a business and others a better fit for established firms?

Two Types of Employees

While there are technically thousands of different types of employees, they can also be sorted into two primary groups. The first groups thrive on chaos. They like figuring things out, solving new problems, and tackling a different set of problems every day. They are creative, driven, self-motivated, and don't need a lot of direction.

The second group are team players. They like rules. They expect order and direction. And while they are happy to take on new challenges, a constant barrage of problems will eventually demoralize them.

Both types are great when they're in the right job. That's why it's so important to understand how and when these two different personalities meet your business's needs in every growth stage.

Muddy Water Fish

Some employees like ambiguity. I call these people Muddy Water Fish because they do best when the waters around them are cloudy. These staff members embrace uncertainty, solve problems as they go, and move forward comfortably, even if they can’t see the way.

I should stress that Muddy Water Fish don't just like cloudy waters; they require them. They don’t like a lot of rules, and things like dress codes demotivate them. Because they are able to take an idea and run with it, they resist structure. Regulations and corporate processes slow them down, and they know it.

The good news is that Muddy Water Fish have the mindset needed to drive rapid growth in the early stages of a company’s development. They work independently, and they don’t require much infrastructure to excel.

The bad news is that they often don't fit in large companies. Their independent working style can become disruptive or even slow progress. A firm full of Muddy Water Fish might be innovative, but it will have problems creating systems and efficiencies.

Clean Water Fish

Many employees want to be able to see what’s next. I call them Clean Water Fish. They need a vision. They like maps and plans. These process-driven individuals want to work within an established framework.

Clean Water Fish work best in mature companies with well-developed processes. They want direction and appreciate evaluations. Because they like teams and rules, this type of employee works well with large groups.

While Clean Water Fish sometimes appear early in a company's growth (often in HR or accounting), they don't usually join firms in the early stages of their development. They swim toward order, stability, and continuity and shy away from risk.

The bad news is their need for processes and systems can't be met during the startup phase. The good news is those same qualities are essential once a company is off the ground, looking to create systems and order, and wanting to scale up quickly.

Downsides

As you can see, both Muddy Water and Clean Water fish add value in some types of companies and hinder progress in other firms. However, at almost any stage of growth, there are usually good reasons to keep or dismiss both kinds of employees.?For example, Muddy Water Fish may create a cloud of muck to protect themselves from scrutiny and potential dangers. Confusion or obscurity can be a form of job security for these employees, so they won’t always play nice with others.

Clean Water Fish come with their own set of challenges. They feel vulnerable and insecure without processes in place. They aren't always good at taking leaps of faith. They get upset if others “break the rules” or if exceptions are made to established procedures. Their need for order can become a barrier to progress. They want a plan and a big picture, even if one doesn’t exist yet.

Owners

While it’s easy enough to categorize employees, this analogy also applies to business owners. In the early stages, most entrepreneurs are Muddy Water Fish. Founders must be flexible to adapt quickly to a variety of market situations. Comfort with uncertainty is a requirement.

In a firm’s early days, the focus is on sales and growth, not checks and balances. As a result, entrepreneurs usually surround themselves with other Muddy Water Fish?who are also comfortable with ambiguity.

However, the founder must transform into a Clean Water Fish to transition the firm to the next level. Eventually, owners must say goodbye to the startup’s short-term vision and reliance on intuition. Scaling and stability require systems, checks, and balances. It's a common issue in company growth. If the owner doesn't transition from ambiguity to process, their own support teams will eventually view them as a liability.

Which Fish?

Every startup has roles or departments that demand order and processes. So, even in the early days, you may want to hire Clean Water Fish to handle accounting, HR, or legal services. Conversely, most successful firms also have some areas of ambiguity that require more flexible employees, such as sales or marketing.

By understanding the fundamental differences in working styles, you can stock your firm with the mix of Muddy and Clean Water Fish that help you meet your goals. If you want to talk about surrounding yourself with the right people at the right stage, contact me to learn more.