There are two words that can shift your company growth. The power of these two words hold everything that you want in your company. It doesn’t matter if you’re in marketing, sales, and it’s especially applicable if you’re in leadership. I’m gonna tell you what the two words are in just a second, but let me tell you why they’re important.

Companies in our economy know the pressure of growth. Growth is what we talk about all the time. Growth is what happens when you are looking and focused on your next quarter numbers. Now, what if your numbers aren’t everything? Yeah, I said it. Now, I’m not saying numbers aren’t important. But what if there’s more to growth than just your numbers? What if your growth was about your people? If you really thought about growing them, they would produce the numbers for you.

My name is Gene Hammett. I work with companies and their leadership team to help them understand hypergrowth and how that applies to their own teams so that they can navigate the change in innovation going on in our economy today.

I’ve worked and studied with hundreds of hypergrowth companies so that I could come back and report to you exactly what you can be doing to 2X, 3X, and 4X your growth. Now, you may think that’s impossible because your company’s so big. But what if you could understand what hypergrowth companies are doing and put that in some parts of your company so that you could feel that growth, too?

I take a lot of this information and I write about hypergrowth for Entrepreneur Magazine, and I have a podcast called Leaders in the Trenches, and I just published a book called The Trap of Success. If you’re the CEO of a company, or you’re a team lead driving growth for a small division, then you want to understand how each person can contribute more to company growth. Am I right? Of course, I’m right.

You may think the problem is engagement. That’s what everybody wants to blame, is the people are disengaged. So how do you get them to come back? Well, that is not the core issue. Engagement is a symptom of ineffective leadership. Now, I hate to be the bearer of bad news here, but it’s all about you. If you’re the CEO or you’re leading that team, you’ve got to understand how leadership activates the people so that they can want to contribute. Because the problem is, you want them to do what you want to do, but you’re not focused on getting them to want to do what needs to be done.

That small little change makes the world when you talk about contribution and people feeling like they’re a part of the solution. And that’s what the game is here.

Those two words that I talked about at the beginning of this video are own it. If you can create a culture of own it inside the binds of everything that you’re doing, every project, every division, and every time there’s a customer experience going out there, if they treat it like they are the owners of that company, if they feel like owners, then you will get them to rise up and find the problems and solve them before they need to be solved, that’d be great, to innovate where necessary and to be resourceful so that you can actually grow your company. And that’s what you want. Your job as a leader is not to grow followers. It is to grow more leaders.

So you may be facing a lot of competitive pressure in the market today. You may be facing a lot of change going on or disruption, and that’s one reason why you really want to look at this thing called ownership. When you have employees that really do in their heart and soul feel like they’re owners, then they will actually operate in a different way. Where did get all this information?

Well, I told you a little bit earlier, I work with hypergrowth companies, and the reason why these hypergrowth companies are growing is that of ownership. I’ve got a few more videos that are coming out, so stay tuned to my face. Look for the next video coming up or reach out to me. My name’s Gene Hammett. You can find me at genehammett.com. That’s convenient, right? I leave you with this.

“If you want to change the way your company is growing, all you have to do is change the leadership so that you’re getting those people to want to do the work, not just do the work, and that’s all about ownership. And if you can get them to own it, you’re gonna be light years ahead of the competition.”