There is a famous book by author Jim Collins called “Good to
Great” which explains that the key role of every manager is to “get the right
people on the bus, the wrong people off the bus, and the people in the right
seats on the bus”. I recently found two
contemporary articles which add to this concept. The first one is about Google, who has
researched the dynamics of work group success (here: http://nyti.ms/1ng5GFo )
In short, this article describes Google’s research and indicates
that for optimized performance in work groups, employees need to feel
psychologically safe to say what is on their minds and feel that their opinions
matter. Mistakes need to be corrected
but without recrimination. Empathy and
sensitivity are important characteristics of a successful group culture.
The second article is about the interview strategies
employed by San Antonio Spurs coach Greg Popovich to evaluate potential
teammates. Recognizing that the egos of
professional athletes may be different than us working folks, he still makes a
point for “open communication” and the ability of teammates to “take a dig and
give a dig”, looking for people who have gotten over themselves and who avoid
the blame game (here: http://read.bi/1OyZyhD). Both
articles are worth checking out!
Each
of these stuck out to me because they so closely align with what we try to
employ here at Team Horner – a company whose cultural focus is about teamwork
and a shared fate.
Our
values include treating everyone with mutual respect and appreciation; being
honest and ethical in all activities; personally sacrificing for the benefit of
the team; open and honest feedback on behavior and performance and having an
overall positive mental attitude.
As a
CEO, it’s an honor to be able to recognize employees every monthly team meeting
who are celebrating years spent with the company. We have everything from a few
veterans that have shared over 30 years with us, to those who have recently
joined us as we continue to expand. No matter the time they have spent with
Team Horner, they all have one thing in common: they are a pleasure to work
with.
When it comes to hiring, we’ve always kept one
thing in mind, and that’s that we are a family unit. We work closely together
and strive to understand the strengths and weaknesses of each and every one of
our employees.
For
this reason, my wife, Kim, initiated the Color Me Healthy program, which has
brought in the True Colors Personality test, a quick quiz that provides the
group with an excellent understanding of their own temperament, motivational
tactics and communication methods. It also aids in the understanding of others.
Kim
takes the time to walk the Horner employees through this test to help them
identify their colors, and how to better connect with those of a different
nature. We find that this has helped our employees improve their interpersonal
skills, while also understanding their core values, their needs and what makes
them feel good about themselves.
Ultimately, this creates a healthy work
environment that fosters positive communication as each employee can now
implement the proper motivational tactics when working in a team to achieve a
common goal. This sort of culture, as discussed in the aforementioned articles
and as put into practice at Team Horner, helps employees, and even upper
management, perform at their highest potential.
In
addition to exposing our employees to, what I consider, a highly beneficial set
of skills ( the ability to better connect with others), we’ve also taken this “team”
mentality one step further…we’ve sold our company to the employees.
I decided that selling the company to just any
one person or corporation didn’t seem right; I felt we risked losing this very
culture that has made Team Horner so special, and once I started thinking this
way, there was no going back. I could
think of no one more deserving of future company ownership than the people who
have helped make my career so successful, exciting, fulfilling and, well, fun.
This
was the only proper way to say thank you for all of their hard work and
dedication. I also feel it’ll help keep
the Horner legacy alive and thriving for multiple generations in the
future. With each now owning a little bit of the
company, I have full faith that they’ll continue to work both hard and
smart. Their love of Team Horner will hopefully
trickle down to our customer base, new and established.
Now
more than ever I truly believe that the BEST is yet to come!
Dr. Bill
Kent
PS: I would love to hear your thoughts on team work and how
you employ a positive work environment in your business, department or team.
