{"id":4991,"date":"2026-07-14T07:45:00","date_gmt":"2026-07-14T05:45:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=4991"},"modified":"2026-05-28T11:59:22","modified_gmt":"2026-05-28T09:59:22","slug":"tillvaxt-skapar-friktion-organisationsutveckling","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/tillvaxt-skapar-friktion-organisationsutveckling\/","title":{"rendered":"Growth creates friction. That is normal. It is manageable."},"content":{"rendered":"
\n

There is a conversation I have had hundreds of times.

It usually starts something like this: \"We have grown a lot over the past year, and suddenly things that used to work are not working any more. We are not quite sure what is wrong.\"

Nothing is wrong. It is a classic growth challenge \u2014 and it can be solved.

What is actually happening<\/strong>

When a company grows quickly, the business scales faster than the organization. Roles that were informal and flexible need to be defined. Communication channels that worked for 15 people do not work for 50. Culture \u2014 which once held itself together \u2014 needs active stewardship.

That is not a sign that you have done something wrong. It is a sign that you have grown. And growth requires structural adaptation.


Three common symptoms<\/strong>

Communication breaks down
Informal channels are no longer enough. People receive different information. Decisions are communicated inconsistently. Rumors fill the gaps that clear communication should cover.

Roles are unclear
Who owns what? Who makes which decisions? In fast-growing companies, roles often form organically and are never properly defined. That creates conflict, duplication \u2014 and worse, questions that nobody owns.

Managers are overwhelmed
Managers who were excellent when the team was small are now struggling. That is usually not a leadership failure \u2014 it is a support failure. They have not been given the tools to lead as the situation now requires.


What actually helps<\/strong>

I will not pretend there is a simple solution. But there is a structured path forward.

It starts with genuinely understanding the current situation \u2014 not the picture leadership has, but the picture the organization has. Then it is about prioritizing: what needs to be addressed now, what can wait, and what will resolve itself once the structure is clearer.

And then \u2014 carrying out the change in a way that respects the people it affects.

Change is rarely the problem. How change is handled is what determines whether it goes well.


Where I come in<\/strong>

I help organizations navigate these phases. Sometimes, it is a shorter engagement to diagnose and prioritize. Sometimes as longer support through a period of change.

It is never about bringing in a standard solution. It is about understanding your specific situation \u2014 and helping you make the right decisions in the right order.


If you have thoughts, questions, or simply want to talk something through \u2014 feel free to get in touch. I am happy to have an initial conversation with no agenda.<\/em><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Magdalena Hagstr\u00f6m St\u00e5hl
By M Consulting AB

Right person. Right place. Everything changes.<\/em><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

When a company grows fast, the business scales faster than the organization. Communication breaks down, roles become unclear, and managers get overwhelmed. It's a classic growth problem \u2013 and it's solvable.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[16],"tags":[],"class_list":["post-4991","post","type-post","status-publish","format-standard","hentry","category-organisationsutveckling"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4991","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=4991"}],"version-history":[{"count":1,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4991\/revisions"}],"predecessor-version":[{"id":4992,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4991\/revisions\/4992"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=4991"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=4991"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=4991"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}