In my career, I’ve seen firsthand how a company’s culture can be its most powerful strategic asset or its greatest liability. Many leaders view culture as a secondary concern—a “soft skill” to be managed by HR. But the truth is, a healthy, accountable culture is the engine of enterprise value. It’s the invisible force that allows a business to accelerate growth, navigate crises, and outperform its competitors. In one of my prior roles, by focusing on this exact principle, we were able to double the business’s value and triple its EBITDA in under four years. That didn’t happen by accident; it was a direct result of a deliberate, focused effort to change the company’s cultural DNA.
This isn’t just about making people feel good; it’s about a foundational shift in how work gets done. It’s about establishing a framework where every person, from the factory floor to the C-suite, understands their role in the company’s success and is empowered to take ownership.
The Three Pillars of a High-Performance Culture
To drive this kind of transformation, I’ve found that focusing on three core pillars is essential:
1. Trust: Trust is the foundation of any successful organization. Without it, communication breaks down, people hoard information, and silos emerge. Building trust requires consistent, transparent communication from the top down. As a CEO, I implemented monthly newsletters and regular direct communication to share insights into the business, its challenges, and its victories. This approach creates an environment where employees feel secure and aligned, knowing they are part of a larger mission. When trust is established, people are more willing to take risks, share honest feedback, and collaborate across teams.
2. Transparency: This pillar goes hand-in-hand with trust. Transparency means being open and clear about financial insights, operational performance, and strategic direction. It’s about creating a “story behind the numbers” that every employee can understand, allowing them to see how their daily work directly impacts the company’s goals. This clarity eliminates ambiguity and gives employees a sense of purpose. When your team knows where you’re going and why, they become active participants in the journey, not just passive observers.
3. Accountability: A culture of accountability is one where every individual takes ownership of their work and is committed to delivering on their promises. It’s not about blame; it’s about empowerment. By defining clear expectations and connecting individual roles to the company’s strategic vision, you empower your team to be proactive problem-solvers. This approach fosters a sense of personal responsibility that cascades throughout the organization, eliminating the frustration of unmet goals and driving a culture of continuous improvement.
A Culture Built for Doubling Enterprise Value
For mid-sized, privately held, or family-owned businesses, this cultural shift is the key to unlocking hidden value. When you instill a culture of trust, transparency, and accountability, you don’t just get a more engaged workforce; you build a more resilient, efficient, and profitable enterprise. It prepares you for any future, whether it’s a planned exit to a private equity firm, a successful sale to a publicly traded company, or a new era of exponential organic growth. My track record of leading over $2 billion in M&A transactions and tripling EBITDA demonstrates that a powerful culture is a tangible, measurable asset that investors and boards look for.
In a world defined by unpredictability, your culture is the one thing you can control. It is your ultimate competitive advantage. By focusing on building a team that is aligned, accountable, and resilient, you are not just preparing for the next quarter—you are building a legacy of sustained success.
Your culture, transformed. Your enterprise value, accelerated. Let’s talk about how to build a team that doesn’t just work for your company, but builds it.
