This month I wanted to share some insights from a monthly mentoring program I have been part of. The subject is company culture.

When we speak of E-mc's culture, we are largely talking about the employee's, the most valuable asset in our organization. We have lived this out over time in the organization through: a. Behavior, b. Symbols and c. Systems. Said that, we know the people cuture element being the most powerful factor in the organization. We see that today more that ever in large companies.

Culture factors are driven by the industry we serve and available company resources. When we look at the industry, we see a very competitive industry that lives and dies on serving clients. To survive and grow, we need to repeat customers, new customers and maintain a healthy profit margin. Our competition understands this all so well. Available resources, i.e. front line workers, managers, cash, credit lines, technology are the underlying factors that fuels the enterprise to operate efficiently and spur on growth.

So let's look through a couple windows of the culture of E-mc Electric.

1. E-mc Electric current culture.
2. What is our desired culture in the future.
3. What is each of our roles.

Our current culture (in my opinion) is a very personalized culture through long-term relationships and the "hands on" of the owner. Gerald's passion for people and business makes himself available to all in the organization and personally is in touch with all clients. He encourages the same message to all managers to follow his lead with this personal touch.

The behaviors at the company are; everyone rolls up their sleeves and pitch in, no job to small or too big. There is a entrepreneurial spirit along with confidence in the owner for leadership and guidance.

The desired culture in the future is yet to be written. Based on conversations and meetings I have been involved in, I wanted to highlight a few elements that could shape this future culture.

1. Legacy of E-mc continuation.
2. Employee owned.
3. Long-term youth based leadership.
4. Accountability to stockholders.
5. Multi-diversity of markets and skills.
6. Transition of ownership.

These are just a few possible symbolic culture elements that could possibly exist in a future total employee owned company. In any case, these will be driven by future ownership transition, new leadership, market conditions and future resources. Bottom line, the road will be marked with people like you and me to chart our course within the frame work of culture and make the livings we desire for our families.

So how does each of us play a part in company culture? First, it is important that we know and understand what is going on around you. Stay in touch with market, political trends and economic conditions. This always has a cause and affects on our business decisions. Therefore, ultimately affects you and your family. (vote, vote, vote) Understand your company values, behavior and systems. Don't hesitate to ask questions. Over time; you gain in site, company knowledge and create positive collaboration.

As managers, office staff, front line workers and good stewards of the business, we have to understand these in sites and what it takes to run the ship. No matter what company you work for or manage, to fit in, you need to understand the values and systems to ensure personal success. Our understanding is then echoed to our clients of a healthy company culture.

Lastly, personal growth can impact both you and your company culture. When you and I grow, we become a greater assest, with greater assests the culture changes and with healthy culture growth, companies grow. This ultimately is a positive financial impact for all.

Billionaire entrepreneur Richard M DeVos says, "The only thing that stands between a man and what he wants from life is often merely the will to try it and the faith to believe that it is possible."

The right thought plus the right people in the right environment at the right time for the right reason = the right results.      John Maxwell

Dan Woodson