On June 30, 2016 at 3:05 p.m., our leadership team called an impromptu all-hands meeting for our company’s 90+ employees. Coming into the Fourth of July holiday weekend, it was a sweltering day in the factory. People were hot and tired but remained positive and enthusiastic, curious about the content of the meeting. About an hour before the meeting, my COO, Joe Boudreau and I asked our Shop Manager and Lead Machinist, Joel Lape (an instrumental and vital player in the start of our company almost a decade ago) to share some important information and a surprise announcement with the team.
By now, you likely consider yourself something of a Small Giants connoisseur. You’ve read the book, you’ve attended a Summit, maybe you’ve even recruited a few Small Giants of your own into the Community. Or maybe you don’t have a clue about what a Small Giant is? In order to earn your Small Giants stripes, there are a few things you should know. Like, what’s the deal with the Small Giants fish? And do all Small Giants want to stay small? The clouds are about to part for you… That’s right, we’re blowing the lid off of the Small Giants philosophy to help shed some light on what we’re always saying— stick with us and you’ll learn everything you didn’t realize you needed to know about our Community.
What’s the common thread among co-workers, bosses, salary, commutes, contracts, vendors and just about everything you touch during the day? How can employers take some of the burden off of their employees and limit some of the common stresses? Workplace culture is the key. The culture of an organization is the “why” of the organization, and if the culture is a positive one, many workplace stresses are minimized or can even disappear.
You have big ideas. You’re emotionally intuitive. Creative. Entrepreneurial. Relationship oriented.
Do you have many of the qualities that help make a dynamic leader?
They're also extremely common traits of failed CEOs.