How Small Business Culture Can Create Success

What do you think of when you think about small business culture? It can mean many things depending on who you talk to. It can be a “brand,” motto, values, uniforms, or behaviors. It could also be service level, return/exchange policy, or customer appreciation gestures. Do you think of Main Street USA, with all the “Mom n’ Pop” shops on both sides of the street? Do you think about a small business doing business out of a garage? Culture is a set of attitudes, beliefs, behaviors, and customs. These cultural cues are ingrained in the members of the business, team, or group, and then accepted as the norm. Beliefs about the role of the business, and how business activities fall into this understanding of culture, is typically dictated by how employees interact within their own cultural boundaries. Small business culture will determine what kind of customers it attracts, the service it delivers, and its growth. Customs of a business culture might be dress code, communication style, physical environment, or even the level of formality. Dress code in the workplace projects an image about the company, to potential and current customers. If a business doesn’t have a dress code, employees will certainly attempt to wear whatever they deem to be appropriate, and this may not always be acceptable. Customers do not want to feel like they are giving their hard earned money to a business that doesn’t care about its image. In a business to business relationship, it is important to understand that each party is a reflection of the other. Business owners/managers should always protect their interests by having a written dress code policy, otherwise the business might suffer. Communication style (in the literal sense) is another custom that reflects onto the business. If communication within an organization is relaxed and unprofessional, the same will occur when meeting with customers. Maintaining professional dialogue will also minimize the chance for harassment charges. Communication style in the functional sense is an important part of a business’ success. If communication breaks down within an organization, service and sales will be compromised. Businesses should set forth expectations for communication protocol, in order to prevent lost sales. Most successful business leaders would agree that the physical environment of a business can make or break the bank. In a retail environment it is crucial to have an inviting environment, which includes clean, uncluttered, and safe. Not many consumers will frequent dirty, cluttered, and unsafe establishments. A good rule to follow when creating business culture, especially in retail, is “Straight is clean, Crooked is dirty”. In a manufacturing environment, clean, safe, and uncluttered are equally important to the success of the business. If the physical environment in a manufacturing plant is not maintained, morale tends to be bad, and accidents are frequent. Morale and injuries tend to go hand in hand, and both affect the company’s bottom line. A business that creates a culture of cleanliness will also experience better morale and fewer accidents as employees will be more inclined to maintain a clean environment. Professional office environments must also be maintained and inviting, otherwise customers will likely avoid visiting or directing new business to the company. Most people clean their homes before inviting guests, the same should be true in the workplace. Attitudes, beliefs, and behaviors are related, and have a huge impact on business culture. Is there a difference between large business culture and small business culture? The answer isn’t easy.

Large businesses have usually established through expensive media campaigns, and large cash outlays for remodels, uniforms, or other things that will help them establish their “brand” or culture. However, despite these investments, they may be challenged by employees that don’t buy into the campaign. The customer may easily identify the culture to the business, but that doesn’t guarantee employees will deliver according to the cultural context. Small businesses on the other hand may not have the resources for expensive media campaigns, etc. but since they are smaller in employee numbers, the employees tend to be more invested. Small businesses pride themselves on customer intimacy, less bureaucracy, and ability to “walk the talk”. Employees in small businesses tend to share the same understanding of goals, processes, and expectations. Large and small business cultures require the same ingredients, just on different levels. Both require established dress codes, communication processes, clean facilities, and most importantly, EMPLOYEE ENGAGEMENT. If employees don’t buy into the company culture, everything else is wasted. Company culture should begin in the early stages of training, train to retain employees that believe in the company culture. Employees that believe in the company culture will also live and share it with others.

Managers or Leaders, which is the way? – Francis O.A.

Managers or Leaders, which is the way? As dictionary defines, DNA means substance carrying organism's genetic information: that is the major component of chromosomes and carries genetic information. DNA, which is found in all living organisms except some viruses, reproduces itself and is the means by which hereditary characteristics pass from one generation to the next. Full form deoxyribonucleic acid. Another meaning says: Makeup of something: the combination of features that make something what it is i.e. The company or Individual clearly has success in its DNA. The DNA in Dora Nkem Akunyili that this country needs to tap into are countless, this present generation needs the robust pedigree of such a one like DNA – Dora Nkem Akunyili to be able to fulfil the saying: we are the leaders of tomorrow. Management and leadership skills are often regarded as one and the same to many businesses. While the two inherently share many similar characteristics, they differ in that not all managers are leaders, but all leaders are managers. There are complementary qualities inexorably linked to each other, and any attempt to extricate one from the other is impossible. Whereas the manager exists to plan, organize and coordinate, a leader serves to inspire and motivate. Militarily speaking, a manager is the battlefield general while the leader is the commander-in-chief. Qualities of a Manager A manager is considered a copy of the leader, responsible for communicating the rules and philosophies of the family, society, nation and the cosmos at large, and insuring that they abide by them. For a manager, his or her relationships with employees are determined by a hierarchical management system, and rarely through personal ones. They are responsible for maintaining the day-to-day operations of the sector which they belong so the cogs of the operation stay well-oiled. Managers are generally more concerned with the quarterly bottom line, and will often base decisions on these calculations. Good managers are often considered “good soldiers” in that they rarely question the decisions of the higher echelons of the family, company, or nation and only serve to enforce the execution of its policies. Qualities of a Leader In contrast, a leader focuses on interpersonal relationships with other important contacts in other industries, as well as promoting promising individuals within the same to foster innovation. A leader bases his or her decisions on reports from department heads to assess the entire company’s situation, and future strategies. A true leader will also be willing to ignore the company’s quarterly bottom line for several quarters – much to the chagrin of shareholders – and make investments for a long-range growth perspective. A leader is considered a “fearless innovator” in that he or she challenges the status quo and is unafraid to take high risks in search of high rewards, for customers, employees, shareholders alike and the general masses. Comparison between Managers and Leaders

It is said that a manager asks “how” and “when”, whereas a leader asks “what” and why”. In many professions, managers and leaders assume the same role. However, if a leader of a ministry or business simply manages its field – rather than challenge its true potential – then it will likely fall behind its industry peers. Likewise, if managers overstep their bounds and attempt to revolt against the company, then they may soon find themselves out of the job. In some cases, where micromanagement is essential to maximize efficiency, nurture skills and keep employees organized, strong managers are an absolute necessity to prevent high turnover rates and the “brain drain” of a skilled workforce and impact on the populace. A good leader will also stay in the front line of battle, and be familiar with every aspect of the company, leading through inspiration rather than coercing through hierarchical control. A perfect manager who attains the status of a true leader will be able to lead people effectively and draw on the correct strengths and knowledge of every key individual in the company. Many managers will struggle for their entire careers and never attain this, but a skilled few will evolve into true leaders. What we have in both public and private sectors in Nigeria today are managers, who are only but there as figure heads while the leader who determines what be and be not are in the closet. The true ones who has served and possessed the wit of a true leader to serve and impact proactively on our nation are deprived of the position and the fear-dogs would not allow for justice to reign in the name of euphoric state of last-minutes grab and go. Leaders are what this nation is urgently crying for, not for present state of the nation but for the posterity, let’s give room for change, let’s implement the change now as good people, great nation. God bless Mr. President, God bless the Federal Executive Counsel Board, God bless the Citizens of Nigeria, and God bless Nigeria.