3 Components of a Crazy-Good Company Culture

One of the first questions I ask candidates during the initial phone interview is to describe the ideal company for which to work. While answers vary and usually include things like “having a supportive manager” or “a hybrid work schedule,” one thing that most candidates identify in their description of an ideal company is a “good company culture.”

Good is relative, and that got me thinking: What about Ideas Collide, which makes the culture noteworthy and award-winning? It could be the foundation of giving (giving to the team and giving back to the community) or our nine core values, including working smart and making an impact. Perhaps it’s IC’s transparent leadership and communication or the many career development and growth opportunities. (You can literally create your career path.)

Maybe it’s the flexible scheduling and fun, pet-friendly collaborative environment. Yeah, it may be those, but in my over 15 years in HR, there needs to be more to make a company culture crazy good.

Since its inception in 2005, a concerted effort has been made to actively promote the organization’s values through everyday interactions and decision making. This is evident in actions such as Matt Clyde, president and founder of Ideas Collide, taking the time to sit down with all new hires for lunch and share the company history and culture formula. He shares that our people are the DNA of our brand, and Ideas Collide is founded on a commitment to meaningful impact for the team, customer, and community.

It is a priority to intentionally nurture an environment where team members are inspired to bring their unique perspectives and experiences to work. In addition, you might consider these three not-so-typical yet compelling components in your organization.

COMPONENT #1: TRUST

Psychological safety is the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. We are humans, and humans are imperfect. Our imperfections make us unique, and that uniqueness allows us to innovate. We don’t always agree, but we all benefit from diversity of thought.

When it exists, members of a team can be themselves, and they share the belief they can take appropriate risks, and they can and should:

• Admit and discuss mistakes.
• Openly address problems and challenging issues.
• Seek help and feedback.
• Trust that no one on the team is out to get them.
• Trust that they are a valued member of the team.

When team members know that leaders value honesty, candor, and truth telling and that they will have one another’s backs, the team feels supported, and that sense of security facilitates greater collaboration and connection.

Having our people managers lead with compassion to build trust with their teams to collaborate and innovate in reaching goals. In addition, open and honest two-way communication (lovingly referred to as Candor with Care) promotes trust, strengthens commitment, and builds a sense of community at IC.

According to the American Psychological Association, “Workers who experience psychological safety in their workplaces tend to report much more positive experiences, including overall job satisfaction, relationships with colleagues, and fewer negative workplace outcomes, such as emotional exhaustion and workplace burnout.”

COMPONENT #2: GROWTH MINDSET

Having a growth mindset is a key axiom that Ideas Collide team members share. Team members have confidence that their learning, abilities, and intelligence can develop with time and effort. We believe intelligence can be improved (there’s always more to learn) and that effort leads to mastery (and an opportunity to learn from each effort).

Ideas Collide invests in each team member’s development through rewarding effort and learning. We prioritize progress over perfection and view successes and failures as learning opportunities. In addition to training opportunities, we offer mentoring and leadership development programs.

A growth mindset fosters an environment of discovery and learning where team members are encouraged to learn new skills and hobbies and volunteer in the community. IC team members are provided with paid discovery time to learn and volunteer time to give back to the community every week. Team members actively embrace challenges as we collaborate and innovate to work smarter and impact clients and the communities where we live.

COMPONENT #3: ABSENCE OF EGO

We operate without ego, recognizing that when one of us succeeds, we all rise together. Moreover, we approach the start of each meeting, team gathering, or celebration event with gratitude and compassion. We challenge our perceptions and beliefs to foster authentic relationships.

Always keeping the needs of others in mind, we practice honesty and being open with each other. We practice humility and focus on empathy, compassion, and kindness.
We approach operating without ego by being open to new ideas, admitting when we’re wrong, and actively seeking knowledge. Encouraging a collaborative environment where ego takes a backseat can lead to better outcomes for everyone.

It’s important to note that a good company culture isn’t a one-size-fits-all solution. Prioritizing a positive and inclusive learning environment creates a foundation for team members to do their best work and bring their most creative selves to the table. A crazy-good company culture is more than just a perk — it is the key to unlocking the full potential of the organization and its people.