People with high ambition can make a difference, but people with real passion can move mountains

I am a people person. I like to meet new people, engage with them and learn from them. I have worked in many different cultures and countries around the world. My conclusion is that there is only one thing that separates the wheat from the chaff. It’s a seven-letter word that distinguishes a good company from one that could be absolutely brilliant. Passion.

Executives have begun to understand that if you want to build a strong sustainable business, they need a larger purpose that transcends the traditional bottom line. Something that is bigger than the monthly pay-check. An inspirational purpose that attracts the most loyal customers and the brightest talent. Something that lights their fire. Every day. Passionate people want to be part of a winning team, they want to be respected and most importantly they want to work together with others who share the same ambitious mind-set. So, what’s the common denominator for the companies where people love to work? And how do you create a passionate culture?

They are curious and dare to ask questions that nobody else dares to ask. They say, “Wait a minute” when others are silent.

Unfortunately there is no simple recipe, and there is no management theory to copy and paste. It’s an output of many things that you need to get right as a leader. You can always get people engaged by using incentives and benefits, but true passionate people have a different agenda. They want to make a difference. They want to change the world. They are curious and dare to ask questions that nobody else dares to ask. They say, “Wait a minute” when others are silent. They tune into the market and challenge the people around them. But, most importantly they do it because they want to, not because they have to. That’s a sign of showing true passion.

Below are a few things that I think are important in order to create a passionate culture.

1. Encourage ownership. Making mistakes is a sign of taking ownership. It’s better to make mistakes than do nothing.

2. Build your culture together. What makes people passionate? What is important to them? What do they need? Listen, learn and act.

3. Hire passionate people. The right skills are of course always important when you hire new people, but sharing the same values are more important.

4. Reward best practise. Identify your passionate employees and create a flexible incentive scheme that rewards them, no matter where they are in the organisation.

5. Give people freedom to excel. Trust and respect are key elements for passionate employees. If they feel trapped they will lose their energy, and eventually leave. Give them the tools and autonomy they need to do the work they love. Let them spread the passionate vibe to others in the company.

6. Get rid of the blockers. There are always people who bring others down with them and who spreads acid in the organisation. Be consistent and don’t accept this behaviour. Find a way to part with them for the company’s sake, but also for their own good.

In a world of hyper competition and complete transparency, your people are your most important asset. It doesn’t matter how good your product is if you don’t have the right people, with the right drive and attitude. The role as a leader is to keep the passion alive, by reinforcing it every day. A company culture never sleeps.

Good luck!

Fredrik Tumegard

CEO Net Insight