Knowing How to Advance Your Corporate Culture With Class

It’s both an art and a science, mind you: take note of that and take it with you to the bank. Corporate culture isn’t something that just grows by osmosis, nor does it develop through sales and profit. Corporate culture has to be planned specifically, with decisions made by the higher-ups determining just what the company should be. In fact, that literally should be the first question board members should ask regarding the identity of their corporation:

“What Do We Want to Be? The Cornerstone of Corporate Culture”

Notice that we’re not asking “what do we want to do?” or “what do we want to sell?” or anything like that. It’s all about being. This is all internal. Consider community as a focal point, and you’ll know collaboration is key. Yes, in other words: the “board” of any company aren’t simply the higher-ups calling the shots; they’re very much like a neighborhood association, serving the lower-downs (only they’re not really lower-downs at all!).

Someone has to lead the charge, though. That is, you have to have someone who’s directly responsible for the corporate culture, pushing everyone in the right direction in the way the ELNC of Grand Rapids, Michigan, would. That being said, that leader has to decide what the tone of the business direction would be: is it going to be about teamwork? Transparency? Social media marketing? Whatever the case, that has to be decided from the top — to the bottom — for corporate culture to show through.

Whether it’s with following a real estate guide of do’s and don’t’s, or if it’s about a manual for corporate culture King Arthurengineering skyscrapers, it all translates: everyone has to be on the same page, and from there, corporate culture develops organically.

As always, the identity of the owners, the board, the very founders of a business, will translate to the true owners of the company: the employees. They keep the corporation going, mimicking the “personality,” if you will, of the company as founded by the board and the corporate culture “cheerleader” (that’s right, I said “cheerleader”) as the springboard. Having the employees take a bit of ownership in the identity is crucial, as any new age CEO will tell you straight out, because it’s all about a “family” atmosphere. Sort of like the Knights of the Round Table. And you’re King Arthur.

But know this: it’s your job then to continually keep your employees motivated to not only complete their projects and initiatives, but to do so with gusto and pride. Personality and pride hold hands.

Dare I Say — a Corporation Is Like a “Family”?

I would say yes. A team. A daily get-together with people focusing on the same goals. In that way, it’s not like someone develops a business, and other people simply “buy into it” without any say in the matter. An entire workforce has to put their two cents in, figuring out which corporate culture would work best, then design the corporate structure to fit that layout exactly. What’s the ultimate benefit?

Happy employees. Happy staff. Increased revenue. Continual growth and expansion. Substantial profits.

Hard to believe that all it took was a way of leadership, from a personality standpoint, a mission statement, and perhaps a certain activity to help foster teamwork outside the business! But that’s how corporate culture works.

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