Category Archives: Leadership

Pride and Passion as Values in Company Culture

by The Alternative Board | posted in Business Owner Tips, Leadership, Market Tips | 20 December 2008 | tagged as , , , , , ,

Company culture can differentiate you from your competition. It helps you attract better employees, retain them longer and, most importantly, it drives performance. Do you have an organization of individuals who do good work because they’re talented? Or, are you successful because your employees will settle for nothing but the best?

To some extent, we are all driven by the tangible benefits of work…like salary, responsibilities and bonuses. But, that only goes so far. One of the most common traits of top companies is a passion for the business and a pride to be nothing less than excellent. Sub-par performance is not an option because the employees take so much pride in their projects that they work to achieve a better end result.

In a tough economic landscape, we must utilize every advantage we can. Turn up the heat and find the passion within. Use this passion to become stronger and more determined and you will beat your competitors. It’s time to step up and fight harder—give 130 percent instead of 100 percent.

So, how do you ignite passion and motivate pride within your organization to create this powerful culture? Here are a few keys:

  • Passion starts at the top. Never doubt that your employees will follow your lead. Are you exuding passion in what your organization does? Make sure all your employees understand the purpose of the organization and where they fit in the big picture.
  • Hire for passion—as well as skills. We’ve all heard this one. You can teach a passionate person how to get things done, but you can’t teach a skilled worker to have passion. Plus, make sure everyone understands there is no insignificant task or job. Each individual helps us take one step closer to succeeding.
  • Cultivate your true leaders. Do you have a team of leaders, management and executives who get to do the job that motivates them? Can they inspire other employees? If you have the right leaders, they will dig deeper and motivate other employees—giving you the greatest chance of success and better results than your competitors.
  • Share in the successes. Do you have a staff—or a team? It can help to continually humanize your organization. For example, my team feels every victory—and every disappointment within the entire organization. They understand the impacts as though they are their own. And, it drives them to do better.

As I’ve heard one renowned speaker say, “Everything matters. Nothing is neutral.” Passion and pride can play a big role in your commitment to make your organization the best. Put it to work for you today—and watch as your team shatters your expectations.

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Hiring Non-Family Employees

by The Alternative Board | posted in Business Owner Tips, Leadership, Market Tips | 12 December 2008 | tagged as , ,

First generation family leaders tend to be take-charge, full-court press and dominant personalities. However, quite often when the company has achieved significant growth under first generation leadership, it will need to bring in non-family talent in order to maintain and nurture this level of success. This often happens as the second generation enters the business sphere.

Non-family executives are frequently employed to provide seasoned leadership and mentoring for the next generation. Other valuable non-family employees and managers who are recruited and promoted within the family business become key managers, or as some call them, good soldiers. These are people who just like working for a good family firm with good policies and good practices and treats them well. These employees take great pride in their position and can become excellent long-term employees that are critical to the success of any family business.

When recruiting non-family members into a family-owned business, it is important to review all the details of the position with the applicants—especially as the position relates to the family traditions and plans for family member employment and leadership of the company. Be totally open, put everything on the table so the applicants know exactly where they stand and recognize that becoming a CEO, or even an officer or the company, is probably not in the cards for them.

It is also important to discuss your business philosophy or your recipe for success openly with all applicants. Some family businesses are run very professionally, with things absolutely above board and they pride themselves on that. For others it is cut-throat—it is bottom-line and money—and if this is the case in your family business you better put that on the table and find out if the non-family applicant is in alignment with this philosophy.

All employees typically want to grow professionally and personally in their work. Motivated employees are an important investment for any family-owned company. To retain valuable non-family employees, make sure they are challenged with exciting vision and given an opportunity to participate in the development and execution of that vision.

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