The initial COVID outbreak had many consequences, one of which was forcing us to pause, reflect, and pivot in both our personal lives and in business. Leaders of companies large and small strategized day and night to reimagine their organization’s ways of working. For many, the outcomes of the pivot have been overwhelmingly positive and continue to influence the business today.
I spoke with Nathan Adams, a real estate developer in Colorado, who has a strong disbelief in failure. That’s why even though he had created a successful company, he could recognize that there was still room for improvement. In spite of COVID, he made it his mission to transform redT Homes into one of the best places to work and lead.
As an overview, here are the top 3 lessons from Nathan’s episode:
- When your team sees their values reflected in the organization’s mission, it reignites their engagement.
- You have to actively seek out the people you want to work with.
- Design your communication strategy to maximize collaboration by leveraging the natural flows of the business.
Lesson #1: People are more engaged when their values align with those of the organization.
You could spend thousands on pool tables, coffee machines, and company outings to stimulate engagement. You could also listen to what your employees are telling you they care about and build that into the mission of your organization. That’s what Nathan did.
Pre-COVID, redT Homes had been experimenting with a hybrid work schedule, mostly because people didn’t enjoy working with one another on-site. But after hearing from his employees that building affordable and sustainable homes was something they cared deeply about because it was what they as consumers also wanted, he pivoted the business. And then, everything shifted. People began to push back against working at home 3-4 days a week and actually wanted to come into the office. By really listening to what his employees were telling him– and following through on it– Nathan achieved alignment with them, which reinvigorated the organization. According to Nathan, “When you have a whole bunch of people running around excited by what they do and happy to be at the office, it just snowballs from there.”
Lesson #2: You cannot be passive in the search for the people you want to work with.
Every organization wants the best and the brightest folks working for them. And it’s also unlikely that they’re always going to show up in every pool of candidates for every job opening you post. But you don’t have to rely on expensive recruiters to find the talent your organization needs. You can go out and actively invite them to consider you as the next stop on their journey. Nathan’s talent acquisition strategy is simple: First, he searches LinkedIn for the talent redT Homes needs. For Nathan, a properly updated LinkedIn is a public resume that tells you everything you need to know about a potential candidate. Second, he sends a short video (about 1 minute and 15 seconds) of himself in which he explains, “We want only the best and brightest to work here, and we don’t believe in waiting for people to apply. We’ve intentionally sought you out because we believe that you are one of the best and brightest, and we invite you to check out our website. If you like what you see, please apply.” Short, simple, and to the point, Nathan’s talent strategy is one more element that has helped redT Homes double in size.
Lesson #3: Design your communication strategy to enhance, not hinder, how your teams work together.
How your organization communicates can make or break any project. In a hybrid world of work, managing communication is even more important. Providing your teams with tools that enhance their already established workflows will cut down on opportunities for miscommunication that stall projects or, worse, drive down morale. Because of his organization’s growth, Nathan was intentional in thinking through both the digital tools and office layout for their new space. First, they adopted a project management tool, Asana, where all project materials can live; this means early risers and night owls alike can access what they need without having to bother their colleagues. Second, Nathan made sure that in the new office space, the seating is arranged so that teams that collaborate the most are next to one another. The result? A horseshoe (and arguably a lucky one!) that mirrors the flow of work.
Perhaps most important, though, is the third way Nathan has ensured transparent communication across the company. After every senior leadership meeting, team members rotate sending out a 2-5 minute video message of what they talked about in terms of planning, goals, etc. Such a degree of transparency helps build trust and an understanding of the business across the organization, which, like all of Nathan’s strategies, enhances organizational alignment and makes redT Homes one of the best places to lead.
To learn more from Nathan about how to build a values-driven culture, make sure to check out the full episode!
About Best Places to Lead
Your company has the potential to be great. The leader’s responsibility is to unlock that potential – or doom it to mediocrity.
On the LIVE Best Places to Lead show, you’ll learn the hard-fought lessons from the front lines earned by business leaders who have already had their teeth bashed in and lived to tell about it. We’ll share the tips, tricks, mindsets, and frameworks that allow great leaders to lead differently.
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