“I don’t look at the competition. Let them look at me.” -Jim Mullaney, CEO & Founder, Edoc Service, Inc.
What exactly does the competition see when they look at Edoc Service Inc.? Jim sits at the helm of a team that’s been 100% virtual for nearly 20 years. Long before working remotely was a popular option for employees, Jim founded Edoc on a virtual structure and built a great culture from the ground up. Today, Edoc is a profitable company with strong values, shared purpose, and a business model that they use to help other companies go virtual.Continue Reading
When the first Blackberry came out, they had me at hello. I could quickly respond to emails by typing on this Qwerty keyboard. But what I loved most about the device was the little red light that would start flashing when I had a message.Continue Reading
Daniel Rodrigues was in foreign territory – literally. He was visiting the US as part of a contingent of Brazilian business people, interested in learning how to grow his linguistics and translation business back in Brazil. What he saw at these companies was something he wasn’t used to seeing in his own country. He visited companies who had very open and transparent cultures, with values statements lining the walls and employees talking about how the higher purpose of the company drove them to do great work.Continue Reading
I’ve always been a huge believer in the power of mentorship and I’ve been on both sides of the relationship. Many of my most important lessons about business and life have come from people who were willing to give me the time to get to know me, be a sounding board, and give me advice.Continue Reading
This is a story about a duck. We live on a few acres near Dallas Texas and a few months ago, one of our Golden Retrievers was outside and came running to the back door with a little “surprise” in her mouth. It was a duckling that she stole from her family that was roaming the back of our property.Continue Reading
When we talk about company values, we’re often having the same conversation over and over again. We toss around words like community, respect, and integrity, and then we slide right back into our traditional habits and practices, not always in alignment with those words. As leaders, we must challenge ourselves to dig deeper than simply identifying our business’s core values – we have to learn to live them.Continue Reading
Behind every good company culture, there’s an even better leader. In my experience, a workplace takes on the personalities of their leaders, for better or for worse. In fact, an honest evaluation of your employees’ opinions will likely clarify the exact places where leadership and culture meet, or in some cases clash to create a disconnect – and that disconnect really matters. When employees are unhappy with leadership, productivity drops, turnover rates spike and bottom lines suffer. This begs the question, why isn’t there more of a focus on people as the leading indicator of company success? Are we aware of how our employees perceive our leadership styles?Continue Reading
It seems everywhere we turn nowadays, we’re reading about company culture. It’s the cool thing to talk about and a good way to recruit talent. But does it really pay? Is there a positive connection between culture and financial results? And if so, why doesn’t everyone focus on it?Continue Reading
Quite often, we hear about great company cultures, but many of those times, we’re highlighting the wrong things. Yes, it is cool to talk about free employee lunches at Google or paying employees to quit like at Zappos. Yet culture is really about the environment we create that allow our employees to achieve their personal visions, not just the company version. And as leaders, when we deliver on the promise that our company exists to enhance the lives of the people that work within it, the real magic unfolds.Continue Reading
Every year, 24/7 Wall St. releases a list of the 11 worst companies in the U.S. based on independently examined employee reviews on Glassdoor. While there are many factors that contribute to these companies’ low ratings, the overarching theme, year after year, is their lack of attention to company culture.Continue Reading
It’s no wonder “culture officer” is making its way into the business lexicon. Last year, Merriam-Webster announced that “culture” was a 2014 word of the year, and a 2014 global survey of nearly 1,200 C-suite executives by McKinsey & Co. found that spending time on culture was a key priority for those who successfully moved to the C-suite.Continue Reading
If major corporate failures like WorldCom, Lehman Brothers, and Countrywide Home Loans taught us anything, it’s that culture is the foundation of any strong business. To have a healthy corporate culture, you need to focus on people first — both inside and outside the company.Continue Reading
Sought-after speaker, TV guest, author, contributor to a number of popular business magazines, and now fellow team member to this author, discusses the importance of organizational culture and what it truly means to have a values-driven business.Continue Reading
There’s so much more to your company than what it sells.
The feeling you get when you walk through the office doors is what really defines your brand, attracts top talent, and builds loyal customers. Unfortunately, as your budding venture grows, it’s easy to lose sight of those feelings.Continue Reading
If you don’t have excellent people in the correct roles, it’s nearly impossible to develop a great offering and serve your customers well. That’s why it’s critical to establish a culture of advancement and give top performers the opportunity to succeed.
Take Procter & Gamble, for example. The consumer-goods company made development part of its company culture, mentoring employees across all levels of the company through formal and informal training.Continue Reading
No matter how many times you’ve done it, no leader likes to fire employees.
J.T. O’Donnell, who describes her previous role of “restructuring” divisions of companies as the role George Clooney played in “Up in the Air,” says letting people go never gets any easier.Continue Reading
In many companies, a positive workplace culture is associated with having fun, promoting a family atmosphere and creating an environment where team members enjoy their work every day. It is hard to poke holes in that approach.Continue Reading
Gallup, a global research and consulting firm, annually conducts a survey called “The State of the American Workplace.” This year the results should alarm American business leaders, particularly our healthcare colleagues.
Of the approximately 100 million people in America who hold full-time jobs, 50% of American workers are not engaged. Another 20% of those surveyed – 20 million people – are actively disengaged from work. Chances are these employees – statistically 70% of our workforce-will not improve our patient experience or fulfill our institutions’ mission unless the culture changes.Continue Reading
BerylHealth, a healthcare call center, had its start with three employees and the phone line in a backroom. Between 1985 and 2012, founder and CEO Paul Spiegelman grew the company to 300 employees. The company earned multiple Inc. 500 and Best Places to Work awards for its impressive growth trajectory and strong, positive culture that was built first on truly caring for employees.Continue Reading
Having been both an acquirer and the acquired, I’ve seen firsthand how culture can change for the better or worse once a company is assimilated.
When your company is acquired, it will create a sense of fear for your current employees. Nearly everyone depends on a job to survive, and your employees will wonder what will happen to them going forward.Continue Reading