Immediately stop thinking day-to-day or quarter-to-quarter. Even if you accept the fact that technology is changing the world rapidly, it’s actually changing faster than that so be prepared.

Periodically you need to challenge your business model, question your assumptions and be realistic about your goals. What are the three most important priorities your company should be focused on? Would all your managers agree? Would all your employees? If not, your company is not performing efficiently, cohesively or effectively.

If your company does not have a clear set of priorities that every one believes in and acts upon, you have another problem… you have to examine (and correct) your company’s culture.

Man in hallway

Culture Happens… Whether You Want It to or Not

You must systematically and regularly review your culture. It is important to understand not only what you think but how other stakeholders perceive your company. Evaluate your past and your current situation and determine where you want your company to be in the near, medium and distant future.

Ask the following questions: What are my company’s core values? Who are the people I can most depend upon to maintain and grow the organization? What tools do I need to provide these people to achieve a set of common goals?

A company’s culture will evolve whether intentionally managed or not. With proper attention, direction and involvement, a company’s culture can be an extremely positive force in achieving its goals but the opposite is also true. An improperly managed culture can stagnate growth, make working conditions intolerable, squander time, money and opportunities and result in the entity’s demise.

Be Authentic – If You’re Not Where You Want to Be, Get There First Before You Talk About It

It’s wonderful when your company has goals, benchmarks and a Mission Statement. If your company doesn’t, work on that first. If your company does, make sure all your internal and external sources are working in harmony. In fact, it wouldn’t be a bad thing to assign a team to review this and make sure that team meets at least quarterly to review, update and realign anything that is not consistent. Remember, the first step to building a strong culture within a company is to do what you say you will do.

Whatever your company’s mission, whether to assist local children find jobs after school or develop the next breakthrough technology that will change the world, make sure it is clearly communicated throughout your organization and all your employees participate willfully and wholeheartedly.

Make sure your business is built on a solid foundation. Recognize the importance of having people believe the company is authentic, that its values are consistently represented in your brand, that the company’s integrity is reflected in its policies and your employees can be depended on to always be customer centric.

When you do this, honesty, reliability, trust and good communication will automatically and natural follow leading your customers to become your ambassadors.

Company culture feeds on authenticity but it will thrive on originality and innovation.