Issue link: https://cp.revolio.com/i/1178690
Tim Brooks, President of Denver, CO- based Lohmiller & Company, which has 193 employees in four locations, shared his recent experiences overhauling his company's culture. "We've built an intentional culture over the last 18 months, redefining our old mission statement, battle cry, and core values with a defined template and a new 'Spark Greatness' logo. We started by identifying our Statement of Cause, Intention, and Business Objective and then set out to identify the five behaviors that would best support them. Each of those behaviors includes four or five habits that truly support the consistent behavior we're looking for each day." "For consistency, we committed everything to a 'Culture Card' that will fit in a wallet or on a lanyard for all team members to refer to on a regular basis and trained all employees at each branch by reviewing each line item in detail and explaining the behaviors we expect. To ensure that this isn't a one-and-done training event, I start every day with a culture-based e-mail to the company, which typically features a 'Behavior of the Week' and a 'Habit of the Day.' I try to relate the habit to current events or experiences we've had in recent days at the office, home or in the community. The feedback we've received from team members at all four locations has been amazing and it's encouraging to know that we've created a common language to discuss both negative and positive experiences in our business or home life." "I think that during the first six months of our cultural overhaul, we were all learning whether this was real or a fad. Over the next six months, we really started to feel like we were making a change. Believe it or not, a handful of team members couldn't live up to 'the standard' and left the organization. Over the last six months, we've been learning what these valuable words mean to our customers, vendors, team members and families. And in the next six months, we'll continue to grow and comfortably share this Lessons from a Cultural Overhaul at AD member Lohmiller & Company common language with everyone we come in contact with. It takes time to grow from seeds." "Looking back at our process, I'm pretty sure that we copied solid companies like The Ritz-Carlton and Four Seasons, both of whom are renowned for creating incredible and memorable customer experiences. At Lohmiller, meetings with three or more team members begin with a review of the weekly behavior and habit of the day. We have a new employee orientation quarterly in which we review nothing but Company Culture; anybody hired that quarter is required to come, but we also encourage anyone who can afford the time to come join us for this important review." Tim Brooks President Lohmiller & Company "We'll continue to grow and comfortably share this common language with everyone we come in contact with. It takes time to grow from seeds." – Tim Brooks, Lohmiller & Company 88 | AD Today 2019 | ALL IN ONE FOR ALL