Tell me who is your boss and I will tell you what your SME is going through: The power of corporate culture in SMEs

Have you ever wondered why some small organizations thrive while others struggle and diminish over time? The answer lies in the corporate culture – the shared values, beliefs, and behaviours that shape the way people work together towards a common goal. In SMEs, the presence of a positive and empowering corporate culture can make all the difference, yet it is still a rare thing to find. So, let’s dive into some of the key characteristics of a boss who fosters a winning corporate culture in a small  or medium enterprise (SME).

• Living a fulfilling and happy life

If your boss is happy and fulfilled, chances are that their enthusiasm and positive energy will trickle down to the rest of the team. A director who knows how to manage themselves and how to balance their personal and professional life, and who encourages their team members to do the same, can create a more relaxed and supportive atmosphere. Such a boss may also be more open to innovative and creative ideas, and less stuck in rigid and conventional modes of thinking. At the end of the day, the essence of good management is an engaged and vital community which goes beyond strict regulations and standards.

• Having commitment to core values and goals beyond just financial gain

While SMEs need funding and profit to survive and grow, a boss who values the mission and impact of the organization over profit margins sends a powerful message. Such a CEO may be more willing to take risks, experiment with new strategies and partnerships, and engage with stakeholders in a deeper and more meaningful way. This can help the organization to stay true to its purpose and values, and avoid losing focus or compromising on its principles.

• Having community spirit

An executive who cares about the community where the SME operates, and who encourages their team members and clients to get involved in local initiatives and events, can create a powerful sense of belonging and relevance. This in return helps the organization to build relationships with a diverse range of stakeholders, from volunteers and donors to policymakers and media outlets. Such a chair may also be more aware of the social and environmental issues that affect the community, and more committed to addressing them through the company’s programs or advocacy work.

• Being inclusive

To create a corporate culture that is truly empowering and impactful, a boss must prioritize inclusion and diversity at all levels of the organization. This means not only involving, hiring and promoting people from different backgrounds, but also creating policies and practices that ensure fairness, respect, and equal treatment for everyone. A manager who embodies such values can build a team and a community that is creative, empathetic, and resilient, and that can better connect with the diverse network that the organization serves.

• Being authentic and transparent

Trust is essential in any working relationship, and a person in charge who is authentic and transparent can earn the trust of their team members and stakeholders alike. Such a CEO may be more willing to share their own experiences and stories, admit their mistakes and weaknesses, and communicate openly and honestly about the challenges and opportunities facing the entity. With this approach, management is levelled to  a more collaborative and supportive environment, where people feel comfortable to speak up, offer feedback, and contribute their ideas and talents.

• Having enthusiasm and inspiration

Last but not least, a head who exudes enthusiasm and inspiration can ignite a spark in their team members and propel them towards greatness. Such a boss may be passionate about the organization’s mission, and able to express that passion in ways that inspire others to act. They may also be good at recognizing and celebrating the achievements and contributions of their team members, and at providing constructive feedback and support when needed. This skills creates a more motivated, engaged, and satisfied team that is more likely to stay committed to the company’s goals and values.

In conclusion, the corporate culture of a small organization is shaped by the behaviour and values of its principal. A boss who embodies the characteristics we have discussed – living a fulfilling and happy life, having commitment to core values and goals beyond just financial gain, having community spirit, being inclusive and diverse, being authentic and transparent, and having enthusiasm and inspiration – can create a more positive, empowering, and impactful environment for their team members, clients and stakeholders.

So, tell me, who is your boss? And what does it say about your small organization?

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