Why Culture?

Building a strong Culture is one of the hardest things that you can do as a leader of a business, but it is also one of the most important things that you will do as a Leader. Building a great Culture can have a significant impact on employee turnover and most importantly, on the bottom line. Your competitors can copy you, your tec, and your process but the one thing that they can’t copy is your Culture and that is why Culture is a critical component in the strategy for your business.

What is a Business Culture?

The definition I like best for Culture is ‘the way things are done around here’.  A Culture includes the  vision, values, norms, systems, assumptions, beliefs, mission and habits.  The Leader has a huge influence on the Culture , both by living the core values and encouraging them in the team.

How do you build a strong Culture?

The first step is to define the culture.  It will be the underpinning of your businesses strategy and form an important part of the hiring and firing policy.  Work out what your Core Values are.  These are the values that you are looking for in your job applicants, what you want to encourage in your team and show to your customers.  Great values can make a big difference to customer experience by making it similar each time and replicable, by having people who share those values delivering the experience.

Develop the core values

8 steps to develop

1. Learn from the past.

We all have experiences from which we can draw valuable lessons. Think of the best places you have worked or experienced. What worked for you in those cultures? What didn’t? Similarly, think about the cultures you already created. What cultivated success so far.

2. Create a culture that aligns with your core values.

This is your business. You’re driving it, and you need to infuse who you are into what you do. Otherwise, it won’t work. Think about your personality and, more importantly, your core values. Are you ingeniously innovative or unwittingly creative? Do you foster a work hard, play hard mentality? Are you relaxed but also expect the best from people? If so, create that balance of work and play. Are you a true collaborator? Then advance that behavior in your company and promote the people who get it. Do you expect the Disney level of customer service from every one at every level? Then hire people who display that spark, smile, and personality.

Take time to reflect on who you are, the vibe you want to radiate, and, ultimately, the kind of culture that fits both you and your brand.

3. Find great people who complement you.

Round out your corporate culture by hiring people who offer different experiences than yours. As tempting as it may be, avoid hiring a "mini-me." Identify your strengths and weaknesses, then fill in the gaps.

For example, if you are an amazing innovator but fall short when it comes to running the numbers, bring in a savvy financial officer. If you are a risk taker, hire someone who is more conservative. Diverse perspectives grounded in a shared vision are worth their weight in gold. Again, just be sure not to sacrifice your core values. 

4. Communicate.

One of my favorite core values “Build open and honest relationships with communication.” 

So when developing culture, talk with each other. This might sound trite, but it’s easier said than done. People need to be able to share their ideas and speak openly without fear of repercussion. People want their opinions heard, and they want to feel good.

5. Have fun.

It’s simple: a little fun goes a long way. Granted this looks different for every business.  But there are ways to engage employees in activities that feel less like work. Just do something out of context and give people the freedom to relax, show up in a different way and have fun.

6. Invite people to drink the Kool-Aid.

Bottom line, every one needs to be a believer. If you don’t stand for anything, you stand for nothing.

Its not a choice, this is what we are made of here. 

7. Work as a team.

Stop thinking of people in terms of “employees” or “departments.” You’re all part of the same team, so act like it. Rallying around the idea “we’re all in this together” builds a sense of unity and community, which fosters culture.

The best people are team players who truly support the company, its founders, management and co-workers.

8. Maintain and carefully evolve your culture.

Culture is not something you put in place and expect it to stay forever. It takes work. You need to nurture it. You also need to give it the freedom to evolve. If you cling too tightly to your culture, you risk smothering it. Protect it, yes, but understand that your culture will shrink and swell -- and that’s okay so long as it maintains its core.

Also, evaluate people on your team against the backdrop of your culture. Effectively evolving your corporate culture sometimes requires making hard decisions to let go of people who don’t evolve with it.