Every company and, thus, every culture is unique.  Culture in an organization is critical to align people to a common goal; culture binds an organization together. Aligning employees to a culture is critical for the success of the organization. People need to feel like they fit in with the purpose that a culture brings to an organization. Not every organizational culture is suited to every person.  As a result, both employers and potential employees have a responsibility to make sure that the culture is a cohesive fit.

Some time ago, I heard the term – “lift where you stand”. The term came from the efforts of a team tasked with moving a baby grand piano some distance in preparation for a cultural event.   The effort was made more complex by the piano’s tightly wedged position making mechanical means of moving the instrument impossible in the necessary time frame. As the team of movers tackled the vexing problem, one of the team members suggested that they should surround the instrument and lift the piano where each person stood. Agreeing to the suggested tactic, the team members together lifted the piano where they each stood, amazingly and successfully accomplishing the required objective (with no damage to the piano!).

Generally, people don’t like to deliver “bad” news, either professionally or personally. Why?  Usually, they are concerned about the reaction that may result from initiating that confrontation.  They don’t want to be questioned, or get into a heated discussion. They are passionate about the issue and don’t understand why the counterpart doesn’t see things in the same light as they do.

A highly successful sales representative recently told me that the key to his success is listening.  Being a good listener, he said, has made him a valuable problem solver to his clients.  By consistently leveraging his listening skills, he helps his clients uncover and identify their issues and then helps them find the appropriate (sales) solution. My friend lives by the adage that the one selling is not the one doing the talking or as Stephen R. Covey puts it, “seek first to understand and then seek to be understood” (The 7 Habits of Highly Effective People).

The concept of a ‘leader’ goes beyond the responsibilities of a ‘manager’.  Although they are usually one in the same person, the obligations and expectations of a leader are very different from that of a manager.

Managers need to structure their team to be effective and efficient, organize their actions, drive results and report progress.

Leaders, on the other hand, need to:

• Inspire and motivate
• Communicate
• Bring people together and empower them
• Be open to new ideas
• Develop their team to be the next leaders in the organization  

We have all likely experienced a distinct organizational culture – one that you can almost feel although it may be hard to put into words.  If you have been in an Apple store or stayed at a Ritz Carlton hotel, think back on that unique vibe you felt.   The customer experience that you (hopefully) enjoyed was a direct result of the organization’s culture.

We are all busy.  Work can easily overwhelm the moment and, at times, stress can make us say things that are unproductive.  As a leader and one who manages others, it is our responsibility to manage the work and the stress to ensure that others around us feel appreciated and, in turn, are as productive as they can be.  

As we have mentioned in a number of blogs that we have written, start-up to growth companies have a unique opportunity for above average growth.  They also have greater challenges as they begin to organize themselves for this growth.  Biopharma is one industry where growth expectations are high and opportunities are abundant.  Having the right partners to assist these companies during their growth phase is critical.