Business Growth Assessment

Growth isn’t about grinding harder—it’s about doing the right things, in the right order, with the right accountability. This assessment gives you a clear, no-nonsense read on what’s fueling growth in your company—and what’s slowing it down—so you can point people and dollars where they’ll actually make a difference.

Why this matters

Most teams chase tactics: a new ad, a new hire, a new tool. Real growth comes from strong basics executed consistently—clear goals, a tight customer focus, a reliable sales rhythm, clean handoffs in operations, and numbers you can trust. This tool gets your leaders on the same page fast, turns opinions into evidence, and helps you choose the few moves that will move the needle now.

What’s inside (and how it helps)

A whole-business review that connects dots across seven growth drivers:

• Leadership & Culture – Priorities, decision habits, meeting rhythm, accountability, and follow-through.

• Strategy – The customer you serve best, the promise you keep, and the edge that’s hard to copy.

• Business Development & Sales – Ideal customer profile, pipeline discipline, sales management, and honest win/loss learning.

• Operations & Delivery – Quality, throughput, on-time performance, and seamless handoffs “from sale to satisfied.”

• Financial Management – Pricing, margin discipline, cash visibility, budget/forecast hygiene.

• People & HR – Role clarity, supervisor capability, hiring pipeline, and retention without drama.

• Enablers (Systems & Data) – Tools that keep information clean and decisions quick.

Each section pairs quick ratings with short prompts so you surface root causes, not excuses.

How it works (step-by-step)Score it — Rate each statement 1–5; use N/A if you’re not close enough to judge.

1. Explain it — Add one-line notes on any low/high scores (what’s really happening).

2. See the pattern — Total by category to spot bright spots and bottlenecks.

3. Pick the vital few — Choose 2–3 priorities for the next 90 days; assign one owner each.

4. Make it real — Define the metric that proves progress and the weekly update you’ll expect.

5. Recheck quarterly — Celebrate what stuck, fix what slipped, and choose the next set.

Score guidance (use if helpful)

• 4.2–5.0 | High Performance – System is tight; scale what works.

• 3.4–4.1 | Solid with Gaps – Good core; remove the obvious chokepoints.

• 2.6–3.3 | Inconsistent – Some wins, too much variance; lock the rhythm.

• ≤2.5 | Stuck/Firefighting – Stabilize basics (cash, capacity, leadership cadence) before you chase growth.

What to track alongside your plan

• Growth: qualified pipeline, win rate, average deal size, new vs. repeat revenue

• Profit: gross margin %, contribution margin, job/project margin variance

• Speed/Quality: lead time, on-time delivery, rework/returns, customer satisfaction

• People: first-90-day success rate, supervisor 1:1 completion, regrettable turnover

• Cash: AR days, cash conversion cycle, 30/60/90 forecast accuracy

90-day action planner (simple template)

• Priority: e.g., “Increase qualified pipeline by 25%”

• Owner: one name, not a committee

• Milestones: week 2 / week 6 / week 10

• Metric: what proves it’s working

• Risks & fixes: what could stall progress and how we’ll prevent it

• Review rhythm: weekly 15–20 minutes; green/yellow/red + next step

Quick wins by category (pick two and start this week)

• Leadership: 15-minute weekly huddle with a one-page scorecard; decisions end with “owner + date.”

• Strategy: tighten your ideal customer profile; stop two low-fit offers that distract the team.

• Sales: require every opportunity to have a next step + date; run a weekly pipeline review that takes 20 minutes, not an hour.

• Operations: stand-up at the start of each shift to clear blockers; post three core KPIs where the work happens.

• Finance: set minimum viable margin by service/product; review discount exceptions every Friday.

• People: refresh job scorecards; coach supervisors on feedback that’s specific, timely, and kind.

• Systems: standardize data entry; kill duplicate tools that cause rework.

Common pitfalls (and how we avoid them)

• Trying to fix everything → Pick three priorities. Finish them. Then pick the next three.

• Activity without ownership → One named owner per priority; no owner = no priority.

• Endless debate → After 15 minutes, decide. Disagree and commit if needed.

• No follow-through → Weekly update, same time, same format. Celebrate wins; remove blockers.

Team workshop (60–90 minutes)

• 0:00–0:10 — Goals and ground rules

• 0:10–0:35 — Silent scoring + discuss outliers

• 0:35–1:05 — Choose 2–3 priorities; set owners, dates, metrics

• 1:05–1:30 — Risks, communications, and the weekly review plan

What improves when you run this

• Focus: The team stops chasing everything and aligns on the vital few.

• Speed: Clear priorities replace circular conversations.

• Execution: Owners, dates, and measures turn ideas into results.

• Consistency: Quarterly rechecks build a growth rhythm you can depend on.

Ready to turn reflection into results?

• Start the assessment

• Pick your top three growth moves

• Use the 90-day planner and hold the weekly review

Created by Capacity Building Solutions, Inc.—practical tools for leaders who own the outcome.