In 2019, Alkemy Partners experienced the kind of growth many companies only dream of. As we brought on new clients and expanded our team at an incredible pace, our employees rose to the challenge, ready to step in and take ownership of their roles. We were ranked two years in a row by Inc. Magazine as one of the top 5,000 fast-growing companies in the country, and we were on the path to acquisition.. Everyone was on board with the fast-paced environment, and the energy was palpable. But with such rapid expansion, we knew there were training blind spots that needed addressing, especially when new hires were diving into projects from day one.
This situation presented a classic “Jekyll and Hyde” scenario. On one hand, rapid growth is exciting and a clear sign of success. On the other hand, it pulls you in so fast that you often sacrifice crucial long-term development for the sake of immediate gains. It’s the business equivalent of “robbing Peter to pay Paul.” You’re gaining traction on projects, but at the cost of not adequately preparing your team for sustainable success.
In times of intense growth, companies often find themselves in situations where there’s simply no time to slow down for formal training. New hires are forced to learn through experience, bypassing foundational skills and knowledge. While experience-based learning can be valuable, it is often reactive rather than proactive, leading to performance gaps that may not surface until months later.
This is precisely what we faced at Alkemy Partners. While our team embraced the fast pace and stepped up to meet the demands, we knew our infrastructure wasn’t yet equipped to train everyone as thoroughly as we would have liked before they jumped into their roles. Don’t get me wrong, they received new hire training, but we wanted to go above and beyond for further development, and navigating that balance was a challenge. However, we found ways to invest in our people without halting progress. The key wasn’t in halting all new business but in being creative about how we supplemented training to fit the pace.
Recognizing When It’s Time to Pause
Amid this exhilarating growth, I realized that rapid success, while rewarding, was unsustainable without reflection. One of the hardest lessons I learned as a leader was knowing when to pause. It seems counterintuitive—why stop when the business is growing? But taking that one step back allows your team to take three steps forward. It provides you with the opportunity to assess gaps, make strategic hires, and refocus on training initiatives that ultimately benefit both employees and the company.
But pausing doesn’t necessarily mean stopping. It’s about strategic recalibration. It’s about recognizing that long-term growth requires investing time and resources in your people, ensuring they are equipped for sustainable success.
Strategic Steps to Supplement Training Without Slowing Down
To ensure our team had the developed skills and tools they needed, we introduced several strategies to supplement training without halting our forward momentum:
- Bringing in External Trainers for Targeted Development Sessions:
During the busiest times, bringing in external trainers for focused, one-day development sessions can address key skills and knowledge gaps in a compressed time frame. This ensures that everyone has access to expert guidance without stepping away from the workflow for too long. - Providing Resources for Self-Paced Learning:
Equip your team with materials that foster continuous learning on their own time. Investing in books and digital resources for self-paced development creates a culture of learning that extends beyond the office and supports personal growth without disrupting the daily workflow. - Conducting Cross-Departmental Training Sessions:
Encourage cross-departmental collaboration by organizing training sessions where employees from different teams share their expertise. This broadens knowledge across the organization, allowing team members to understand different aspects of the business and fill in gaps while learning from each other. - Peer Mentorship and On-the-Job Support:
Pair new hires with experienced team members in mentorship roles, ensuring learning happens organically. These partnerships allow for knowledge transfer without formal classroom-style training, creating a support network and fostering a sense of collaboration. - Weekly/Monthly Training Check-Ins:
Regular check-ins with employees ensure you stay connected to their development needs. These touchpoints help identify skill gaps and provide targeted support, keeping everyone on track, even during the busiest times.
As a leader, it’s crucial to know when to step back and evaluate whether your team’s growth is aligned with the company’s long-term goals. At Alkemy, we learned that taking a step back to assess training needs didn’t mean slowing down—it meant ensuring sustainable success and investing in our people. As leaders, we have a responsibility to balance
