Here’s how leaders can reimagine their business culture for the better.
By Real Leaders
Introduction
Greg Harmeyer, the CEO of Tier 1 Impact, shares profound insights into leadership, hiring practices, and the often-overlooked concept of love in business. In a candid conversation with Kevin Edwards, Harmeyer delves into how these components intersect and drive long-term organizational success.
Surviving the Early Years
Entrepreneurship often involves navigating existential challenges. Harmeyer acknowledges the fear of transparency during tough times but emphasizes the importance of honesty. By sharing the reality of the business’s situation with the team, leaders can build trust and commitment. People are more likely to stay and contribute to the company’s recovery if they feel genuinely included and valued.
Evolving Hiring Practices
In the early years, Tier 1 primarily hired through personal networks. While fostering trust and connectivity, this approach had limitations, particularly in scaling and diversity. Over time, Harmeyer’s hiring strategy evolved to focus on identifying candidates’ strengths and passions rather than merely filling specific job postings. By aligning roles with individual talents and interests, Tier 1 nurtured innovation and growth from within.
Onboarding and Long-Term Commitment
Harmeyer subscribes to the philosophy of “hire slow, fire fast,” but with a nuanced approach. While careful hiring is crucial, he believes in giving employees ample time and support to succeed. Trust from day one, accountability, and continuous effort are key. A long-term outlook fosters a supportive environment where employees can thrive and contribute significantly.
The Role of Love in Leadership
Harmeyer’s book, Impact With Love, underscores the importance of caring for employees beyond transactional relationships. True leadership involves caring for individuals despite what it may mean for you personally. This creates a magnetic, trust-based culture where people are motivated to contribute to the organization’s success. Harmeyer argues that love in leadership isn’t about leniency but about fostering a genuinely supportive and connected environment.
Balancing Empathy and Performance
Balancing empathy with performance metrics can be challenging. Harmeyer believes in embracing the tension between achieving business goals and caring for people. He advocates for transparency about performance expectations while maintaining a supportive culture. Organizations should avoid quick layoffs as they damage trust and long-term performance. Instead, leaders should focus on sustainable strategies that prioritize both human and business needs.
Personal Reflections on Leadership
Harmeyer describes himself as calm and supportive during challenging times, which he sees as his strength. Conversely, he acknowledges that irritability and impatience are his weaknesses. Maintaining empathy helps him stay centered and effective as a leader. He emphasizes that truly understanding and caring for the people in your organization fosters a healthier and more resilient business.
Conclusion
Greg Harmeyer’s insights highlight the profound impact of empathetic and love-centered leadership on organizational success. By prioritizing human connections and trust, leaders can navigate challenges more effectively and build a thriving, committed workforce. His approach underscores that genuine care and performance are not mutually exclusive but rather complementary forces that drive long-term success.
