Growth isn’t just a new Hire away
Why Sustainable Change in DSOs Must Start from Within
I had an incredible conversation with a colleague recently that stirred something I see time and again in the DSO world. We were talking about what happens when an organization senses something is off. Maybe it’s internal tension—teams that once worked well now seem disconnected. Maybe performance is slipping. Maybe there’s simply a sense that “something isn’t working like it used to.”
And so, the solution? Bring in a new leader. A fresh face. Someone with a strong resume and big ideas who can “fix it.”
But here’s the challenge: true, lasting change doesn’t come from a new title or a seat at the leadership table. It doesn’t come from a flashy strategy deck or even a charismatic new hire. Because real growth—sustainable, scalable, high-impact growth—doesn’t start from the outside in.
It starts from the inside out.
What DSOs Get Wrong About Growth
There’s a common pattern I see in emerging and mid-size DSOs:
The organization hits a plateau or runs into conflict.
Teams are misaligned or underperforming.
Leadership decides to bring in someone new to "shake things up."
But within a few months, that new hire hits the same walls their predecessor did. Why? Because the underlying problems weren’t addressed.
You can introduce a new growth mechanism or bring in a fresh leader, but if the foundation isn’t healthy—if the culture is fractured, roles are unclear, accountability is inconsistent, or communication is broken—then that new person is just a patch on a leaky roof.
The Illusion of the “Fix-It Leader”
Hiring a new leader can feel like a bold move. And sometimes, it is the right decision. But it’s not a silver bullet.
Too many organizations expect a new COO, CDO, or VP to come in and magically realign teams, drive up performance, and build a culture that works. But leadership can’t succeed in a vacuum. One person—even a great one—can’t thrive if the systems, people, and values surrounding them aren’t aligned.
Growth isn’t about rescuing a broken model. It’s about redesigning the model so that growth becomes inevitable.
The Real Work: Inside-Out Transformation
Here’s what I believe with every fiber of my work:
You can’t scale dysfunction. But you can grow alignment.
Before you invest in a new hire, ask yourself:
Have we built a culture of trust and accountability?
Are our teams clear on their roles and connected to our strategy?
Are we addressing root issues or just reacting to symptoms?
Is our leadership consistent, present, and modeling the behavior we want to see?
When the answer to these questions is yes—then you’re ready to bring in new talent, new strategy, and new direction. Because now, those external tools have a place to stick. They have fertile ground to grow.
Start Where It Matters Most
DSOs are complex organizations, with a lot of moving parts and people. But underneath every great DSO is something simple: clarity. Clarity of purpose. Clarity of leadership. Clarity of expectations and values.
If your organization is struggling, don’t just look for a new face. Look in the mirror. Look inward.
Transformation starts inside—and when you commit to building from the inside out, you don’t just fix what’s broken.
You build something that lasts.