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Thinking About Company Culture How New People Fit Into Your Company
The front page article in this edition gives us some insight into the past, present, and future of an individual who is now part of the Financial Architects team. In fact, this person’s role is new for our company. Matt Dery occupies a role in the organization that, while unique for us, is part of a broader initiative we will discuss in this article: our culture and the impact new people have on the organization. Experts tell us about a few basic categories that create a distinctive company culture. Some cultures are more like a family environment, where relationships are the primary focus. Others are efficiency and production focused, where performance is central to what they value. Others are defined by an environment where the leaders and the employees take risks, emphasize agility, and value creativity as central to their view of the world. Finally, some are more hierarchical in nature — structure and formality are the primary emphasis. In reality, all cultures are some mix of these different characteristics. Financial Architects is no different. When new team members come on board, they bring with them experiences, positive or negative, as well as a view of business culture. The starting point is to make sure there is a cultural fit, followed by their willingness to learn and develop. With this in mind, here are a few things we will remember as we move toward what we believe is a bright and bigger future for our organization. NEW TEAM MEMBERS HAVE FEW PRECONCEIVED NOTIONS OF EXISTING PROCESSES AND WORKFLOWS. Having a set of fresh eyes can allow a company to experience a breakthrough related to the growth- limiting statement: “We have always done it that way.” Not unlike an outside consultant, solutions can seem obvious to someone looking at it for the first time. THE ORGANIZATION CAN CAPITALIZE ON THEIR GROWTH MINDSET AND GENERAL POSITIVITY. This is where a positive attitude is paramount. When we are new at something, we tend to be excited and hopeful. This is similar to a young family having their first child. While there is some fear of the change, it’s also exciting and energizing. New employees, when properly directed by company leadership, can also bring this benefit to the organization. LEVERAGE GENERATIONAL CHARACTERISTICS. For obvious reasons, any company’s growth has to involve younger people. The millennials and generations that follow have a grasp on technology unlike any other generation. It is not something they are just good at; it is part of their reality. They live a life embedded in technology. We believe our culture can bring the benefit of wisdom to these generations while, at the same time, we would be smart to embrace their technological worldview. Regardless of the type of culture, very few would disagree that fresh ideas and perspectives are important to foster. The ability to be agile and to change is needed in the fast-changing, dynamic business environment we see today. Having new people join the organization is a good way to attain these important perspectives.
Solution on Page 4
BASIL BERRY SORBET
Unlike standard ice cream recipes, this delicious sorbet doesn’t require fancy equipment or difficult prep. It’s also entirely dairy-free, making it the perfect vegan treat for the end of summer.
INGREDIENTS
• 1 cup sugar • 1 cup fresh basil leaves • 6 cups frozen mixed berries • 3/4 cup fresh lemon juice
DIRECTIONS
1. In a saucepan over high heat, combine sugar with 1 cup of water, stirring occasionally until sugar dissolves, creating a syrup-like consistency. 2. Remove syrup from heat, add basil, cover, and let stand for 15 minutes. Strain syrup into bowl and refrigerate until cold. 3. In a blender, combine syrup with frozen berries and lemon juice. Purée until smooth. 4. Transfer to a square baking pan, cover in plastic wrap, and freeze until set, about 2 hours. 5. Scoop and serve.
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