If your firm is more than you, you have a culture.<\/p>\n\n\n\n
Most of your cultures will create misery …<\/p>\n\n\n\n
No matter if<\/p>\n\n\n\n
You are a financial advisor with a part-time assistant
Or you are a tech founder with 100 employees.
Your own culture is happening to you.<\/p>\n\n\n\n
Some of us will recognize it.
But few of us are intentional early on.
By the time we see the issues, it’s too late.<\/p>\n\n\n\n
And eventually, things go wrong and team members talk.<\/p>\n\n\n\n
A post yesterday from Brock Pierson had over 400 comments.
Another from April Little had over 200 comments.
There is venom toward employers.<\/p>\n\n\n\n
How do you think these team members,
Perform for their customers?
How mission-oriented?<\/p>\n\n\n\n
Exactly.<\/p>\n\n\n\n
“We are a family” doesn’t exempt you.
It is too easy for good people to make a change.
But it’s so simple to set a different course.<\/p>\n\n\n\n
An example.<\/p>\n\n\n\n
April’s generous community liked up a storm
On a comment I made about my company.
It was merely enlightened self-interest.<\/p>\n\n\n\n
But we’ve been intentional. And that makes ALL the difference.<\/p>\n\n\n\n
Being intentional about your culture
\u2192 policies
\u2192 process
\u2192 norms<\/p>\n\n\n\n
Is as simple as asking a few questions.<\/p>\n\n\n\n
For every process, policy, norm, etc in your company<\/p>\n\n\n\n
Just ask:
1. What is the outcome we want?
2. How do we set the conditions?
3. Support our team?<\/p>\n\n\n\n
Not,
\u2192 How do I make them,
\u2192 Work HOW I want,
\u2192 The WAY I want.<\/p>\n\n\n\n
If you stop focusing on controlling.
And focus on supporting.
Results will skyrocket.<\/p>\n\n\n\n
Because your team is happy.<\/p>\n\n\n\n
You know about compound interest.
This is compound interest,
On human capital.<\/p>\n\n\n\n
How are you intentional about your culture?<\/p>\n","protected":false},"excerpt":{"rendered":"
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