Company Culture is Key

In South Florida, it’s important to build homes that are hurricane-proof and in these uncertain times, it’s vital to build companies that are crisis-proof.

Company culture is the key. In my opinion, people are the bedrock of successful companies. But not all successful companies, even with an amazing team, are crisis-proof. For a company to be both successful AND crisis-resistant, leaders must create a culture of inspiration and impact that keeps their team dedicated to the mission, especially when the world has lost sight of theirs.

An organization that builds a culture strong enough to repel global meltdown is an organization that controls its fate. At my Miami headquarters,we do a few things to energize our team and maintain ninja focus on our greater mission.

If you can’t define your company culture, the reason why is staring at you in the mirror.

Establish a daily morning Meeting of Champions.

Every morning at 9:05AM, my COO, Sheri Hamilton, leads our whole team, from every department, through the morning meeting you WISH you were in. There are many ways to run a great morning meeting. Here’s a few examples of what has worked best for my team’s performance and building company culture over the years.

• Always have energizing music playing while everyone’s walking in. This loosens people up after just getting into the office, gets them dancing and excited for the day.
• Have a single, respected leader consistently managing the flow and energy of the meeting.
• Find a way to have every team member in the room cooperating and engaging.
• Present at least one customer success story. If you have video testimonials, share them on the big screen to reinforce the company mission for everyone in the meeting. Let them see the impact of the work they do.
• Set the work day up for success by concluding the meeting with an inspiring statement or quote reflecting company values.

Provide a dynamic culture with a dynamic space.

When I set up my Miami offices, I wanted to create a work environment that would reflect my energy and get my team excited to show up. Here’s how I did it:

We keep our office clean, up-to-date and filled with windows for “life/light” exposure. I do not recommend carpet – it is never a good choice. Cut out the cubicles, if you can, or at least space your team out if you offer these types of workspaces. Give your team a comfortable room to work in independently and the encouragement to work together.

Our executive offices have floor-to-ceiling glass doors to limit the separation between the team and the company leadership. By the way, those doors are pretty much always open. I encourage you to have an “open-door” policy to promote easy communication. Walls and doors are canvassed with inspirational and motivational images and messages. I feel this brings positivity into the office.

We provide areas where teams can get their creative minds flowing. Everyone’s input matters, and no one is afraid to share their ideas.

I want everyone who works here to be able to perform at their best ability, which is why everyone gets the latest and most advanced technology. Provide your staff with up-to-date laptops and electronics.

Lead by example. Hold yourself to the highest standard, and your team will do the same. They’ll follow in the footsteps of the most successful person in the room. Show them what it takes to be that person.

Creating a culture is a process and anyone can do it. Every leader must do this in order for a company to prosper. Without it, no one wants to work for you, so you never grow. If you can’t define your company culture, the reason why is staring at you in the mirror. A leader’s words and actions send a message to the rest of the team.

The team is the core of the culture. You can build a culture that’s dynamic and durable – you just need a team that’s willing to learn.