I built a company to fix what I hated about work
Summary
- I've experienced both great and terrible work cultures, and I aspire to create a company culture that excites people and improves their lives.
- Culture mirrors the leader, so to foster a desired culture, leaders must embody the traits they wish to see.
- As a leader, I must set and enforce cultural norms by addressing misalignments swiftly; culture is a tapestry of many small details.
- Culture is dynamic, like a swinging pendulum—it isn't fixed but adjusts to find balance.
- While businesses can make money without a culture, building a cohesive team requires shared values and conduct standards that persist in the leader's absence.
- Leaders should be the most significant examples of culture and values, guiding others in understanding them.
- To shift culture effectively, start by resetting expectations and acknowledging the current culture's shortcomings.
- Double communication to reinforce the desired culture continuously; use meetings as opportunities to repeat these cultural values.
- Clearly communicate the consequences of not adhering to the new culture and allow people the option to opt out if they disagree with the direction.
- Understand that perfection in culture is unattainable; expect people to learn from their mistakes rather than achieve flawless alignment.
Video
How To Take Action
I would suggest starting with the basics: embody the culture you want. It's essential because the team mirrors the leader. Begin by adopting the traits and behaviors you'd like to see in your workplace. If you want kindness, show kindness; if you expect hard work, work hard yourself.
A good way of doing this is by resetting expectations. If you're not satisfied with your current culture, call a meeting and openly discuss what needs to change. A simple presentation can help communicate your vision clearly. Remember, people appreciate transparency and honesty.
Next, double the communication. Increase the frequency of team huddles or meetings. Use every opportunity to reinforce your new cultural norms and values. Repetition is key; the more your team hears about the new culture, the more it becomes part of their daily routine.
Also, clearly communicate the consequences for not adhering to the new culture. Let your team know early on what's expected and what happens if those expectations aren't met. Offer an option for those who disagree with the direction to opt out. It’s about creating a team that genuinely wants to be part of the culture you're building.
Understand that culture isn't static. It’s a dynamic process that evolves. Aim for improvement, not perfection. People will make mistakes, and that's okay. Encourage learning and growth from these experiences. By focusing on these simple yet effective steps, you'll foster a vibrant and cohesive team culture.
Quotes by Leila Hormozi
"The culture will never be kinder than the leader"
– Leila Hormozi
"Culture is a reflection of the person at the top"
– Leila Hormozi
"Culture is built through a thousand details strung together"
– Leila Hormozi
"A team is a group of individuals that abide by certain principles"
– Leila Hormozi
"Leaders in the company are expected to be the most potent source of culture"
– Leila Hormozi