Is an Organizational Crisis a Must for Growth?

Crisis
Annetol Griskov
It should not be a crisis. But it will become a crisis if you do not pay attention to the growth 'problem'. If you are not aware of the situation and/or you don't act on it, it will become a problem.

Note the meaning of Crisis here...
Michael Hargis, CxO / Board, United States, Member
Note that "Crisis" in the model by Greiner means "change" rather than a typical definition of "problem".

Is an Organizational Crisis a Must for Growth
Sylvester Ndemo, HR Consultant, Kenya, Member
In any venture we undertake we expect such kind of situations to occur. But you can as well get to the next phase without experiencing a crisis.

Is an Organizational Crisis a Must for Growth?
Jaap de Jonge, Editor, Netherlands
Consider this: any firm will have a certain way of structuring itself, depending on the phase it's in. In the beginning its organization chart is very simple, just a few persons.
Suppose the firm is successful, then it will probably grow in number of people.
It will be attractive to the organization to not change it's organization, not to disturb its economic success. Initially this does not represent a problem, but while it is growing further and further in any phase, the tensions between "never change a winning team" and the need to reorganize itself in a completely new way are going to build up over time.
This is likely to culminate in a crisis in which the decision should be taken to move to a more advanced organizational form. Even if that means that economic success has to be paused for a while.

Greiner Model of Organizational Growth
Dr. Wilfried Kerntke, Director, Germany, Member
Greiner's confuses development and growth. The crisis do not arrive through growth, but through the specific strength of each phase - and the time factor will be enhanced through growth of volume.
The question is not: "How to make your organization grow", but: "How to enhance a sound development of your organization, whatever its size"...