What Does It Take To Have A Magnetic Culture?

Organizations with a magnetic culture attract the best talent and customers. So what is a magnetic culture? It is a culture where team members enjoy being a part of the team. They are more connected to the organization then the paycheck. The culture is so magnetic that it would literally take an offer they cannot refuse in order for them to even consider leaving. Customers are willing to pay more because they love the relationship they have built with the brand, the product, and the people.

MagneticHow can you create a magnetic culture? Well, before you can build a magnetic relationship with your customer there must be a magnetic relationship within the organization. Great organization are built from inside out, not outside in. Here are some common characteristics of organizations with a magnetic culture.

Share A Common Vision: Team members of a magnetic organization share a common vision. As humans we need a destination. We are conquerors. Just as President Kennedy put before our nation the challenge of putting a man on the moon before the end of the decade during his 1961 speech, organizations must set a destination for their team. Magnetic organizations do a great job of putting a clear and precise vision before their team. They create excitement and pride toward accomplishing that vision as a team.

Invest In Each Team Member: Once the vision is set magnetic organizations turn their focus to assembling and training the best possible team to accomplish their goals. President Kennedy ask for 9 billion dollars over 5 years to ensure that their vision was realized. As the leader of this very lofty vision President Kennedy understood that he had to invest in the training and education of the NASA team. In addition he had to provide the resources necessary to accomplish the mission set before them. In order to accomplish the mission organizations must have highly trained and motivated team members. Investing in their continued education and providing them with opportunities to enhance their professional experience will set the organization up for success.

Solve Problems Together: Embrace problems that arise and solve them as a team. Find me an organization without problems and I will show you an organization that is not in business. If there were not any problems guess who they would not need anymore….Y-O-U. Magnetic organizations identify problems that are a threat to accomplishing the mission. Once the problems are identified, set them before the team and work together to solve them.

Celebrate Successes: Organizations with a magnetic culture take every opportunity to celebrate success. If you want success repeated then celebrate when it happens. Magnetic organizations have short-term and intermediate goals. These goals are specific and measurable. Accomplishing these goals will ensure the team is on the path to reaching the overall vision of the organization. As these goals are reached they take time to celebrate the team and individuals for their accomplishments and hard work.

Focus on creating a magnetic culture at your organization and watch performance excel. It all begins with creating a shared common vision through your mission statement.

Get ready…budget season is here again

With summer half way over we start the second half of the year looking to finish strong and begin our preparations for the 2014 budget season.  Yes, it is that time again!  One of the traps we all try to avoid is just taking this year’s budget and adding 5%.  Where did that 5% number come from anyway???  During these tough economic times leaders must look for creative ways to produce realistic budgets that deliver income growth and tighten expenses.  The question is how do you get managers to take a sober look at their current spending habits?  How do you get them to look for creative ways to discover income growth potential?Tighten the Budget

These questions remind me of the 2nd habit from Dr. Stephen Covey’s book, “7 Habits of Highly Effective People.”  The 2nd habit is “Begin with the end in mind.”  This next statement may absolutely sound crazy.  You have to remind your team that you are in business to make a profit.  I know right now you are saying “really???”.  Yes really!  Managers get tunnel vision.  All they see is the task and what they need to purchase to accomplish it.  They also get so caught up in renewal and occupancy percentages that they fail to consider income growth potential.

Before you delve into the budget process take the time to communicate to your managers the purpose of your organization.  Start with the mission statement.  Use this opportunity to help each team member understand how their particular role and department is critical to the financial success of the organization as a whole.  This will allow them to escape the tunnel vision from day-to-day operations and gain a new perspective from a 10,000 ft level.  This new perspective will help them see creative avenues to reducing expenses and discover potential for income growth.  Challenge them to think outside the box on how to deliver upon your mission of delivering a great product or service to your customers while producing income growth to the organization.

Need help focusing your team on the mission?   Reach out to me by clicking here.

Does your team actually like you?

Is it important that your team actually like you? You bet it is. People follow those they like and respect. I have met too many managers who take the approach that I am the boss and my team will follow me for that reason. I have the power to fire anyoi-love-my-boss-130942999750ne that does not recognize my authority and that is enough. WOW!!!!

Consider this. In order to be a successful organization you need a team of highly skilled and motivated people. Highly skilled and motivated people are in high demand. If you were in high demand would you work for someone you did not like and respect? Of course not.

Your team will like you if you are simply a nice person. A person that follows the “Golden Rule”…Do unto others as you will have them do unto you. Take a genuine interest in their personal and professional life. Invest your time and experience in helping them attain their goals. Treat each team member with respect and let them know they are valued.

How do you earn their respect? Your team appreciates structure and boundaries. They want to understand how they are performing against your expectations and how they can improve. If they make a mistake they want the opportunity to correct it.

Being liked and respected by your team does not require that you ignore performance issues. You should address all performance issues. The key is your delivery. It starts with setting clear expectations for your team. Next you give them authority and resources to complete their tasks. If they do not meet the expectation have a direct conversation with them. Your goal is not to punish but to change their behavior. You want to provide guidance without attacking or devaluing the team member. They will respect you for being direct and coaching them to success.

It is vital that your team likes you. Fear and intimidation may get you temporary results but eventually all of your top talent will find opportunities to work for someone they like and respect. Remember people do not leave a company they leave their boss.