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■ Can they serve a specific practice group or market of interest in the new location? ■ Do they understand the firm’s business model and operations?
DAVID DOXTAD & ANDY BRANDEL, from page 3
together, maintaining your culture and its impact on operations is essential. If culture is not the priority, your teams are in jeopardy of becoming misaligned and siloed. Simply put, this is bad for business. Identifying the ideal representative of your firm and incentivizing them to relocate as a firm ambassador is one way to maintain culture. The right people will organically set the pace for how you do business, interact with clients, and elevate the employee experience. CHARACTERISTICS OF A CULTURE TRANSPLANT. Step one is knowing how to identify a culture transplant candidate, because not everyone is qualified. Culture transplant candidates must be able to naturally establish relationships, understand the firm operations and business model, and be committed to growing a team aligned with your firm. Here are things to consider when identifying a culture transplant:
Are they self-motivated?
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TAKEAWAYS.
■ Your people represent your brand. It is important that new team members understand your brand – culture transplants ensure they do. ■ Not all employees make good culture transplants. Identifying who fits the criteria is essential. ■ In addition to contributing to low turnover, culture transplants grow the team. They ensure that new offices feel like they belong in the firm. ■ Culture transplants set the precedent for how your firm operates. Do you want new employees to be efficient and productive quickly? A culture transplant is an effective way to set pace and expectations for new employees. Fostering growth and culture over Teams doesn’t cut it. Invest in culture transplants to tap into growth and create opportunities for others along the way. David Doxtad, P.E. is the president of ISG. Connect with him on LinkedIn. Andy Brandel, P.E. is the executive vice president at ISG, a nationally recognized architecture, engineering, environmental, and planning firm. Connect with him on LinkedIn.
Are they a strategic risk taker?
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■ Do others consider them to be a champion of your firm?
■ Are they looking for an adventure and a challenge for their next stage of life?
■ Do they efficiently influence and earn the trust of others?
■ Are they open to professional growth in an unconventional way?
Do they do their job well?
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THE ZWEIG LETTER JULY 22, 2024, ISSUE 1546
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