Speaker 1: Helping leaders motivate their people to a higher level of
Speaker 1: performance through strong human relations, team building, and goala giving.
Speaker 1: This is the seven Minute Leadership Podcast with your host
Speaker 1: Paul Fellovledo.
Speaker 2: Hello everyone, and welcome to the seven Minute Leadership Podcast.
Speaker 2: It's episode two eighty five. Today we're diving into a
Speaker 2: topic that can make or break an organization, and that's
Speaker 2: company culture as a competitive advantage. When people think about
Speaker 2: competitive advantages, they often default to pricing, technology, or branding,
Speaker 2: but one of the most overlooked and powerful things is
Speaker 2: company culture. A strong, positive culture attracts top talent, keeps
Speaker 2: employees engaged, and ultimately drives better results for your organization.
Speaker 2: So let's break down how you can shape your culture
Speaker 2: into a true competitive edge. Culture ultimately defines who you
Speaker 2: attract and retain. Companies with a clear and strong culture
Speaker 2: naturally attract the right people. Think about it. If your
Speaker 2: culture promotes teamwork, accountability, and growth, you'll attract professionals who
Speaker 2: align with those values. And on the flip side, a
Speaker 2: weak or toxic culture repels good employees and welcomes dysfunction.
Speaker 2: Retention is another key factor. When employees feel valued and
Speaker 2: aligned with the company's mission, they stay longer. High turnover
Speaker 2: is a symptom of a broken culture, and every time
Speaker 2: an employee walks out the door, you're losing institutional knowledge,
Speaker 2: team morale, and money. So culture directly impacts performance. An
Speaker 2: engaged workforce outperforms a dis engaged one. Plain and simple.
Speaker 2: Employees who believe in the company's mission and feel supported
Speaker 2: by leadership put in extra effort, stay motivated, and drive innovation.
Speaker 2: And on the flip side of that, if your culture
Speaker 2: tolerates gossip, finger pointing, or apathy, performance will suffer. In
Speaker 2: toxic cultures, employees focus on survival rather than success, But
Speaker 2: in strong cultures, employees feel empowered to make decisions, take ownership,
Speaker 2: and push the company forward. Culture also enhances customer experience.
Speaker 2: Your internal culture is reflected in your customer experience. If
Speaker 2: employees feel respected, valued, and engaged, they'll pass that same
Speaker 2: energy on to customers. If your company culture is built
Speaker 2: on mediocrity or negativity, customers will feel it. Think about
Speaker 2: companies known for exceptional service, like Southwest Airlines or Chick
Speaker 2: fil A. Their employees don't just go through the motions.
Speaker 2: They embody a culture of service, enthusiasm, and commitment. That's
Speaker 2: what sets them apart in competitive markets, and culture also
Speaker 2: drives adaptability during uncertain times. Every company faces challenges, economic downturns,
Speaker 2: industry shifts in unexpected crisis. Organizations with a strong, unified
Speaker 2: culture are more resilient in tough times. When employees trust
Speaker 2: leadership and believe in the company's mission, they're more likely
Speaker 2: to embrace change and work together to find solutions. But
Speaker 2: in companies with weak cultures, uncertainty leads to panic, blame, shifting,
Speaker 2: and disengagement. So now that we've established why culture is critical,
Speaker 2: let's talk about how to make it your competitive advantage.
Speaker 2: Define it clearly. Your culture should be intentional, not access
Speaker 2: Establish core values, communicate them clearly, and reinforce them daily.
Speaker 2: At my company, our mission statement, core Values, vision Statement,
Speaker 2: Standards of Excellence, and our MTP slogan are on our
Speaker 2: digital messaging board, and that slide rotates about two hundred
Speaker 2: times per day. It's unmistakable what we stand for, strive for,
Speaker 2: and work for, and lead by example. Leadership isn't just
Speaker 2: a paperweight in an office. Leadership sets the tone. If
Speaker 2: you want a culture of accountability, teamwork, or innovation, you
Speaker 2: must model those behaviors yourself, and most of the time
Speaker 2: that means being out invisible with your employees and also
Speaker 2: higher for cultural fit. Skills can be taught, but mindset
Speaker 2: and attitude are harder to change. Prioritize candidates who align
Speaker 2: with your company's values envision. It's better to identify this
Speaker 2: upfront instead of six months into employment when you realize
Speaker 2: that they don't embody the core values or a mission
Speaker 2: of your organization or a business. And invest in employee development.
Speaker 2: A culture of learning and growth keeps employees engaged and motivated.
Speaker 2: Provide mentorship, training, and career pathways, and don't look at
Speaker 2: costs to train and develop an employee or a leaders
Speaker 2: an expense. It's an investment. And recognize and reward the
Speaker 2: right behaviors. Celebrate employees who embody your culture. Recognition reinforces
Speaker 2: what matters most and encourages others to follow suit. So
Speaker 2: company culture isn't just a buzzword, it's a strategic asset.
Speaker 2: Organizations that intentionally build and nurture their culture outperform those
Speaker 2: that ignore it. A strong culture attracts top talent, boost performance,
Speaker 2: enhances customer experience, and strengthens resilience in tough times, so
Speaker 2: take a moment to reflect as your company culture working
Speaker 2: for you or against you. If it's not yet a
Speaker 2: competitive advantage for you, start making those changes today. This
Speaker 2: has been the seven minute Leadership Podcast and I thank
Speaker 2: you for listening.
Speaker 1: For more Paul fell of Alito Podcasts, visit paulfellowalito dot com.