Building an Optimal Corporate Culture

Many writers who focus on business topics have posited several components of corporate culture. They may consist of a company’s basic principles, central values, and supporting beliefs about itself and how it should do business. A company’s level of positive energy directed toward production, its past successes, current image and branding, and degree of staff enthusiasm can all contribute to its corporate culture.

Worldwide Express, based in Dallas and a partner of UPS, handles shipping operations for more than 30,000 small and medium-sized businesses. The company encourages employees to focus on values such as pursuing innovation, questioning the status quo, and creating strong bonds with customers. Worldwide Express, which began in the mid-1990s with $5,000 in borrowed funds, now serves the Dallas area, as well as the entire United States.

As a CEO, how do you ensure that your company’s culture similarly fosters innovation, productivity, and strong customer relationships? Keep in mind that as the head of your own business, you set the tone for its culture. The culture can make all the difference between a company that is running smoothly and profitably and with high levels of satisfaction among its employees and customers, and a dysfunctional one with reduced stakeholder confidence and diminished revenue. You can read numerous articles on the topic in the Dallas Business Journal and other respected sources. There is a strong correlation between a CEO’s individual style, attitude, and overall vision and the ways in which his or her staff members manage relationships with both internal and external customers.

In order to ensure that your company’s culture thrives, concentrate on a few key practices: Constantly challenge your own business model and wisdom, question your employees and encourage them to question you, allow everyone to have a stake in responsibilities and rewards, and mentor the next generation of company leaders.

You will need to make decisions about the kind of corporate culture you want to promote. How will you compensate employees for individual and group performance? What kind of behavior do you reward, and which of those do you punish? What level of communication and collaboration do you want to encourage within and across divisions? Since any company culture is a living organism, make sure to continually monitor yours in order to keep it on the right track.