How to Build a Proactive Team Culture in your Home Remodeling Company.

How to Build a Proactive Team Culture in your Home Remodeling Company.

 

Introduction

WHILE THE CONCEPT CAN BE SIMPLE, THE PROCESS OF BUILDING A PROACTIVE TEAM CULTURE IS USUALLY MISUNDERSTOOD. IT TAKES SIGNIFICANTLY MORE ORGANIZATION AND STRUCTURE TO NURTURE THIS CULTURE. THIS PROCESS TAKES TIME AND REQUIRES A COMMITMENT AND CONSISTENCY FROM EVERYONE IN YOUR ORGANIZATION. 

Define The Scope of Your Teams’ Responsibilities

In every team there are positions that shape an individual team members’ role. This defines the scope of responsibilities, expectations, and their deliverables to the next team member. They must understand their role and position in supporting other team members and the overall company vision. And by building this understanding, each member can be accountable to their responsibilities and the customers’ experience. 

“Don’t Explain Your Philosophy, Embody It.”

-Epecticus

But first, every team needs a captain, and the executive (or business owner) must be prepared to assume the role of and act as that Proactive Leader. They must set the example of what a proactive team culture looks like. The next most important task is assigning the right people to the right seats or positions. 

For this to be successful there needs to be an understanding that a level of patience and commitment that is needed by the leader to this process of change, because finding these key players does not happen quickly.  

During this process there will be many changes. It may require team members to take on new positions,or new positions may need to be developed. While some personnel may have to be shifted to other roles in order to maintain the cohesion needed for that team culture to be cultivated. 

We implemented positions and departments that created and established this proactive teamwork culture with a local home improvement company that was in business for 15 years but was unable to reach $5M in net revenue, after we implemented processes across multiple departments in 2014, the business was able to grow to $12.5M within four years.

The end result was a team that had defined roles and responsibilities, and  accompanied by regular collaborative meetings to ensure the proper communication and hand off of responsibilities. They were able to provide the best possible customer experience and growth was the result when this proactive teamwork culture was nurtured and established.