Part II: Culture is King
We almost died in 2018 (read the gruesome details above).
In the aftermath, I had time to reflect and realized every challenge we faced was ultimately a culture problem.
When your team isn’t aligned in service of a mission, their mission will be to serve themselves.
But what is culture?
Possibly the most ambiguous term in business.
How do you define it? How do you measure it? What’s the benefit of a strong company culture?
In short, it’s everything.
Here’s some of the benefits for you:
👉 We haven’t had a team member quit in 5 years. (this saves countless hours and dollars)
👉 They guard the company’s money like it's their own. (even better than I do, honestly)
👉 They work nights, weekends, and holidays. (Yep, Thanksgiving and Christmas, too)
👉 I took 4 months off last year - the company grew (by 121%)!
👉 I don’t worry about them working. I worry about them OVER-working.
When we became intentional about our company culture, virtually all of our people problems vanished.
It’s hard enough being in business. You shouldn’t have to feel like a babysitter, too.
“Your team would die for you.”
“I’ve never seen a more dedicated team in my life.”
“I’d pay anything to have a team as reliable as yours.”
These are just some of the things colleagues and vendors have said to me after working with my team.
And that’s coming from folks who work with the biggest names and brands in the industry.
And it’s not just me.
In 2020, I partnered with my media buyer, Bailey, to launch an agency.
On our first call I said, “Let’s be intentional about the culture first”
A team of absolute assassins that grew the company from nothing to managing $4M per month in ad spend in 3 years (insanely fast growth for an agency).
I’ve shared only a tiny fraction of how we developed our culture with a few of friends of mine.
An immediate spike in productivity and accountability, every time.
Being brutally honest, most of the problems entrepreneurs face aren’t traffic problems, talent problems, team problems, scaling problems, or any of the other “monsters under the bed”.
They’re culture problems.
But because most folks have no idea what culture is, they can’t identify it when it slaps them across the face and screams “You have a culture issue!"
So… how do you go about intentionally creating a culture so strong it has its own gravitational pull?
Why is that anyone pulled into our orbit never leaves?
Why do we have people leaving higher paying jobs with bigger benefits packages to join our team instead?
For the first-time ever, I’m publicly sharing the step-by-step method I used to revamp our team culture and build a business that works with or without me.
Seize your chance to be part of the alpha group in my groundbreaking "Bionic Teams" coaching program.
Your sanity and freedom is at stake. 👇