5 Business Trends Shaping Small Teams in 2026
- Brainz Magazine
- Oct 30, 2025
- 6 min read
Updated: Oct 31, 2025
Lauren Lea Fenn-Ellis, founder and CEO of OBM Associates, leads a globally trusted business management agency. Named one of the Top 10 Disruptive Entrepreneurs, she helps founders scale with clarity, strategy, and operational excellence.
You've got consistent demand, a small but mighty team, and a calendar that feels permanently full. You're walking a tightrope between growth and capacity. The trends I'm seeing as we step into 2026 all come down to this, simplify, systemise, and you stop being the glue that holds it all together.
This is exactly the work my team and I do every day so our clients can finally step back and lead without sacrificing growth or sanity.
1. Operations are moving to unified digital systems
What I'm seeing: The businesses that scale sustainably are the ones reducing complexity. Fewer tools and fewer handoffs. One clear home for "how we do things." Automation is no longer optional, it’s a fundamental way to reclaim time, energy, and headspace.
What we put in place with clients:
One home base: Think Asana or Clickup, paired with short Looms or Scribe clips for the "show me" moments. This becomes your team's single source of truth.
Light but consistent check-ins: Systems get better every week without you hovering.
Simple, sustainable automations: A new enquiry creates a task and pings the right person. A past-due invoice nudges politely. A signed client contract triggers an onboarding checklist. Nothing flashy! Just the kind of behind-the-scenes moves that protect your time and calm your nervous system.
2. The rise of structured empowerment over founder heroics
What I'm seeing is that most founders dream about stepping into the CEO role, but then rescue tasks the second they wobble. That's not leadership, that's exhaustion.
The truth is, letting go isn't just a practical shift. It's an emotional one. You've poured your heart into this business, and stepping back feels risky. What if things go wrong? What if the team doesn't "get it"? But here's the thing, letting go doesn't mean losing control. It means evolving into the leader your growing business needs.
What we run with clients (straight from my Art of Letting Go framework)
If you’re tired of being the one holding everything together, this is for you. These are the three systems we set up with every client to help them step back without things falling apart.
Role clarity
We get super clear on who owns what. Not just a job title, but what they’re responsible for, what decisions they can make, and the 5 key things they do that actually move the business forward.
Why it works: When your team knows exactly what’s theirs, they stop leaning on you for answers.
The 5-line brief
Every task gets a quick brief that covers:
What’s the task?
Why it matters
What “done” looks like
The deadline (with wiggle room)
Where to get help
Why it works: You only need to explain it once. No more redoing work or answering the same questions over and over.
Weekly check-ins
We run one simple meeting that covers:
What got done
What didn’t
What changed
Why it works: This rhythm keeps things moving, without needing to micromanage. Your team starts solving problems on their own.
Ready to stop being the bottleneck in your business? Check out my Free mini-video series, The Art of Letting Go, for the mindset shifts, simple systems, and leadership habits that help you step back and scale up.
3. The transition from AI suggestions to AI execution
What I'm seeing is that 2025 was the year of “let’s ask ChatGPT for a few ideas.” 2026 is shaping up to be the year of AI agents that do more than suggest, they act.
But not everything that moves without you is AI. Some of it is just clean, smart automation (and that’s a good thing).
So what’s the difference between automation and AI Agents?
Automation is rule-based. “When this happens, do that.” Great for clear, linear tasks. AI agents add adaptability. They interpret context, make decisions, and respond to nuance based on the data and systems you’ve already got.
The problem? You can’t build either without operational maturity. No SOPs? No clean naming conventions? No central source of truth? You’re not ready for AI agents or automation.
The high-performing teams I work with are building both:
Automations that handle the predictable (invoice reminders, onboarding triggers, file sorting)
AI agents that handle the adaptable (triaging emails, summarising team updates, nudging projects forward without needing a Slack ping)
But only after the groundwork is done.
How to start small (and safely)
Choose one workflow that’s repeatable but time-draining
Clarify, "Is this automation or agent territory?"
Set tight rules, clear prompts, and permissions
Add review checkpoints for anything that touches clients or strategy
Tools to try
Zapier, Make, or n8n for automation
ChatGPT + plugins or custom GPTs for light agent-style delegation
Copilot (for more advanced use), if your systems are ready to support it
Remember, AI isn't here to replace your team. It's here to stop you from being the default "doer of everything." When used well, it becomes that extra pair of hands you don't have to manage.
And just like with delegation, it's about trust. Start small. Prove it works. Then expand. Before long, you'll realise you've bought yourself hours back every week without even noticing.
Want to see what that looks like in practice? I break it down in my blog, Implementing AI Starts with One Thing – Systems. It’s a simple place to start if you’re ready to make AI actually work for you.
4. Talent is abundant, but structure remains the bottleneck
What I'm seeing: There's no shortage of talented people. But without clear direction, they won't ramp. Sales roles and mid-level manager seats are still the trickiest without a simple, documented path.
I've learned that hiring the right people is only half the battle. If you surround yourself with people who truly get your vision and values, you'll feel far more confident stepping back. But it's not just about hiring the right people, it's about trusting them. And that means giving them the clarity, tools, and feedback loops they need to thrive without constant check-ins.
Before we stepped in, one client had a great marketing contractor on board, but things weren’t quite clicking. Without clear systems or a strategic lead to guide priorities, decisions often stalled. We became the main point of contact, streamlining communication, clarifying direction, and making operational decisions on the founder’s behalf. That freed up the founder’s time and headspace, and allowed the contractor to focus on what they do best without bottlenecks or confusion. The result? Smoother workflows, faster execution, and a team that could finally move forward with confidence.
What we put in place:
Defined roles and responsibilities (so no one's guessing).
One of our experienced OBMs becomes the go-to point of contact for your team.
Processes that ensure everyone has what they need before they start.
That's how you stop bottlenecks, and it's also how you keep your best people.
Struggling to trust your team with more responsibility? Learn how to build a team that feels like an extension of you and create the feedback loops that make delegation actually stick.
5. Strategic partners are becoming the new business essential
What I'm seeing: Advice is useful. But when you're in the thick of scaling, you don't need more "shoulds." You need a strategic partner who can design the operating system with you, and then actually run it alongside your team.
How we partner:
You get a hands-on strategic partner, backed by a full team. Plus, I come in quarterly to review, refine, and support at the leadership level.
We become the filter between you and the team, protecting your time, energy, and role while keeping projects moving.
In the first 90 days, we audit, plan, install, and run. We clarify strategy, place the right people in the right seats, set up core systems, and implement automations. From there, we keep the rhythm until your team can carry it confidently.
The truth is, scaling a business in 2026 doesn’t have to mean doing more. It’s about creating smarter systems, building trust with your team, and leaning on the right partners so you’re not carrying the weight alone.
When your operations are digital, your team is empowered, your AI is handling the small stuff, and you’ve got clear leadership support in place. Better yet, you finally get to step into the role your business has been waiting for, the visionary.
That’s where freedom, growth, and sustainability meet. That’s exactly what I want for every business owner I work with. And honestly? For us, it's just another Tuesday.
If this post resonated with you and you want more advice on how to get the most from your business in 2026, subscribe to my newsletter and get actionable tips and inspiration to help you build a business that runs without you.
Read more from Lauren Lea Fenn-Ellis
Lauren Lea Fenn-Ellis, Agency Founder and Fractional COO
Lauren Lea Fenn-Ellis is the founder and CEO of OBM Associates, a globally trusted business management agency supporting high-growth entrepreneurs. With nearly two decades of operational leadership experience, Lauren and her team partner with visionary founders to scale intentionally through strategic systems, high-performing teams, and operations designed for clarity, efficiency, and scale. Named one of the Top 10 Disruptive Entrepreneurs, her work turns operational friction into focused momentum. For founders who are ready to step out of the day-to-day and into confident, sustainable leadership, OBM Associates builds the structure that sets them free.
