Episode #171 - High Performance Culture for Competitive Advantage with Brian Gottlieb, Inspirational Business Leader

Yep.

You bet.

You know, it's also interesting.

You talk about when you were small and you're around the table and you're having your Christmas lunch or whatever it is.

Um, You are the leader and you are promoting the culture.

In my view, there are so many small businesses, whether they're in the construction industry or somewhere else, that they don't really pay any attention to culture.

They're small.

They say, oh, no, we're just going to go out and do our thing.

What do you say to people like that?

Sure.

So let's talk about the differences, right? When you first start a business, right? Your performance is going to be determined based on how well you, the entrepreneur, can execute on anything, right? Whether or not you do a great job executing is whether or not you're going to stay in business another day.

Once you start to build a team and hire people, you're then more dependent upon how others execute inside of your business.

And that's when you're watching and when nobody's looking.

But when there's a problem in the business, okay, what happens is what's frustrating for businesses and what really holds back growth is when people aren't showing up at work, when they're not treating work seriously, when they're calling in sick, when they're not performing with safety in mind, when they're not productive, all of those things.

And what we try to do as business leaders is when somebody is not showing up or they're coming in late every day, we try to beat that thing down.

But in reality, the problem is that's a symptom of a bigger problem.

The bigger problem is how people are thinking about the business itself.

It's culture because culture determines how people think, feel, and behave, which determines whether or not they're going to show up and perform well.

And all of those things determine how well the organization is performing.

I think it's crucial at any size of the organization that we... that we focus on culture.

But I want to add one more thing to this, if I could, Randy.

Sure.

A lot of times when things are going wrong inside of a business, we tend to try to fix it with a technical approach.

We tend to try to take a technical approach to it that, okay, something's not being done right.

We must need another SOP.

Yep.

You bet.

You know, it's also interesting.

You talk about when you were small and you're around the table and you're having your Christmas lunch or whatever it is.

Um, You are the leader and you are promoting the culture.

In my view, there are so many small businesses, whether they're in the construction industry or somewhere else, that they don't really pay any attention to culture.

They're small.

They say, oh, no, we're just going to go out and do our thing.

What do you say to people like that?

Sure.

So let's talk about the differences, right? When you first start a business, right? Your performance is going to be determined based on how well you, the entrepreneur, can execute on anything, right? Whether or not you do a great job executing is whether or not you're going to stay in business another day.

Once you start to build a team and hire people, you're then more dependent upon how others execute inside of your business.

And that's when you're watching and when nobody's looking.

But when there's a problem in the business, okay, what happens is what's frustrating for businesses and what really holds back growth is when people aren't showing up at work, when they're not treating work seriously, when they're calling in sick, when they're not performing with safety in mind, when they're not productive, all of those things.

And what we try to do as business leaders is when somebody is not showing up or they're coming in late every day, we try to beat that thing down.

But in reality, the problem is that's a symptom of a bigger problem.

The bigger problem is how people are thinking about the business itself.

It's culture because culture determines how people think, feel, and behave, which determines whether or not they're going to show up and perform well.

And all of those things determine how well the organization is performing.

I think it's crucial at any size of the organization that we... that we focus on culture.

But I want to add one more thing to this, if I could, Randy.

Sure.

A lot of times when things are going wrong inside of a business, we tend to try to fix it with a technical approach.

We tend to try to take a technical approach to it that, okay, something's not being done right.

We must need another SOP.