Sarah Turner, the founder and chief executive officer of an eponymous agency, provides interesting insights into how to raise performance within your business organisation to hit a new level on the entrepreneurial journey. This excerpts from her work for Inc Magazine is rich in key knowledge. Let’s take a dive into Sarah’s deep thoughts.
Team culture is the unseen force that binds successful organizations. It embodies the shared values that guide all interactions and decisions. When your team feels like they’re working towards a meaningful mission, it makes all the difference. And it all starts with your leadership. Here are three ways to create that culture.
1. Foster a mission-first approach.
Your team thrives when they’re connected with the larger brand purpose. This often happens naturally with my team since many hires originally came through our online programs and have experienced personal transformations through them.
I’m in a unique position to be able to hire directly from my programs’ communities. But I also always ask my team for their recommendations when we have a role to fill. I trust them to recommend people aligned with our priorities, values, and culture.
2. Lead by example and demonstrate your values.
Your dedication to your values influences the entire team. For example, if you prioritize work-life balance, it’s essential to uphold those boundaries. We aim to reflect these values in our incentives by adopting a task-based model.
When possible, we pay in a monthly retainer, which is structured around specific tasks and benchmarks. This approach promotes productivity, as payment isn’t based on the hour. There’s an incentive to complete quality work efficiently, which has always been a value of mine.
This also gives my team the freedom to schedule work around important life events or unexpected things that come up with their families. More and more people crave time and freedom and this empowers them to have a balanced life.
3. Empower team members to take ownership of their roles.
One of my primary recommendations is to empower team members to fully embrace their roles. For instance, when my team approaches me with questions, I encourage them to bring me their suggested solutions. I also encourage them to seek answers directly from the relevant individuals to foster open communication.
Before taking maternity leave, I saw it as a golden opportunity for team members to be introspective and take greater responsibility. I communicated this perspective to them, ensuring they felt confident and prepared to step more fully into their roles.
When your team believes they have your complete trust and feel confident in taking ownership, it benefits everyone. The outcome is a collective effort to problem-solve and continually improve for everyone.
Foster a growth mindset with your team
Adaptability is crucial in our constantly evolving business environment. A strong team is not only resilient and growth-oriented but also embraces change.
And lastly, hire individuals you genuinely enjoy spending time with! Ultimately, you’re all people, and sharing interests and values builds your bond. Transitioning from a solopreneur to leading a dynamic team has been one of my most rewarding experiences.