Small Group, Big Change / by Alexander Lyadov

For big organizational changes, you don’t need everyone right away. A handful of people is enough, but they’ve got to be crazy. Of course, that’s how the rest see them. These change-makers, though, believe their moves are sane.

By the way, it’d be risky if the majority didn’t push back. The organization would sway side to side. It’d end up frozen. Inertia suggests that everyone accepts the old model.

Besides, moving from A to B brings a stretch of uncertainty. A small group can handle this pressure without falling apart. Why? In chaos, they read the context and each other better.

Decisions slow as more people join in. A tiny group’s feedback loop is tighter. They learn faster. Their odds of winning grow.

But here’s the catch. Obsession, grit, and flexibility aren’t enough for transformation. You need authority—power and resources.

So, transformation demands few people and big power.

Who meets both terms? You guessed it—only the founder.

Sincerely yours,

-Alexander


About me:
As a business therapist, I help tech founders quickly solve dilemmas at the intersection of business and personality, and boost company value as a result.

How can I help you?
If you've long been trying to understand what is limiting you and/or your business and how to finally give important changes a push, then The Catalyst Session is designed specifically for you. Book it here.