Chris Crew Of ‘The Blue Collar Success Group’ On How to Build a Purpose-Driven Culture That Attracts Top Talent
An Interview With Chad Silverstein
Loyalty — it is my #1 core value. This started as a small child. I was raised in a single mother home, and we moved a lot and very few relationships that I had lasted. The older I got the more value I placed on loyalty with relationships.
Purpose has become the new currency of success in today’s workplace, and leaders who prioritize mission-driven cultures are standing out in the war for talent. To explore this important topic, we are interviewing Chris Crew
Chris has been immersed in the home service industry since the age of 16. From brand management for a franchisor’s electrical division to co-owning and scaling an electrical service company to a $30M run rate, Chris brings a wealth of experience to the table. Currently, he is the president of The Blue Collar Success Group™, helping other home service companies reach their full potential.
Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
At 16 years old I made the decion to quit school and get to work to start making money. (I am not recommending that anyone do this. I had a situation that led me to this.) My grandfather told me he wouldn’t allow me to do that unless I got a job working to learn a skill. My friend worked as an electrician, and they were hiring. I started to quickly learn and moved into a lead role within 9 months. After 4 years I got the entrepreneur itch. That didn’t go as planned because I had not acquired business skills. In 2005 I went to work for a progressive electrical company where I started to acquire business skills. Within a short time, I was promoted to field supervisor. That company was bought in 2007, and they franchised it. In 2008 I relocated to Sarasota Florida to go work for the franchisor. My career continued to advance, and I was learning what it was like to manage what I thought was a large business. In 2013 I left to partner with a local franchisee, and we would build that business to a $30M run rate. Today that business will do $70M. I sold my shares in 2018 and shortly thereafter I joined The Blue Collar Success Group™ as a business coach. Today I get the privilege of leading the team as the president.
Can you share the most interesting story that happened to you since you began working in leadership, culture building, or purpose-driven organizations?
During my time in new construction the owner of the business was such a great person, but his leadership was less desirable. His office was in the front of the building where there was a large picture window that allowed him to see the entire warehouse from his office. There was an incident between me and another lead. He took me to his office to talk to me about it. He started to talk to me while I sat across the desk from him. I was a 17-year-old kid at the time, The environment itself was a little intimidating but the longer he talked to me he continued to change his tone and body language. He stood up and then that progressed to a pace back and forth and would involve him leaning over his desk and yelling at me while slapping his desk. I admitted to doing exactly what he described that I had done. I remember thinking about how disrespected I felt at that moment. I had a little voice inside of me that said “people are going to make mistakes and when they do how you treat them matters and if I ever have a chance to lead and be a manager, I will never make people feel disrespected.” I believe that was a defining moment for me in my career that caused me to be, so laser, focused on culture.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each? Honesty, Ambition, Loyalty
Honesty — Trust is built from honesty, and trust is the foundation of any relationship. I am a relationship guy.
Ambition — I don’t know at what age exactly this kicked in, but I do remember all the way back to my days of elementary school. We had field day. I don’t mention it, but I am the “un-official” 100-yard dash champion of Dallas Elementary. I have always wanted to win at everything I do.
Loyalty — it is my #1 core value. This started as a small child. I was raised in a single mother home, and we moved a lot and very few relationships that I had lasted. The older I got the more value I placed on loyalty with relationships.
Let’s now jump into the focus of our interview. What does a “purpose-driven culture” mean to you personally, and why do you think it’s critical for attracting top talent?
Everything in your life and business is either by design or default. If your culture is by default it is defined by the team members you bring in regardless of culture fit. When you have a purpose driven culture your business attracts team members based on more than skills. Every team/company has a culture, the question is are you designing it to be what you want?
How did you identify and define the mission or purpose for your organization? Was it inspired by a particular event, challenge, or insight?
As the president I didn’t write the mission statement or the core values. They were already defined. If a company is who they say they are and operate based on their mission statement and core values, it has an identity. In our business today I believe this is what has led to the foundation of our culture. I make sure every day that I keep a focus on our mission statement to live it out through my activities, communications, and leadership.
What are the key steps leaders can take to embed purpose into the day-to-day operations and decision-making of their companies?
There is a biblical verse that says without vision people perish. I use this example to help create a future for our team of which is not tangible. We use this to help each team member to understand how they contribute to the vision of the company. Be intentional whether it is in a one on one conversation, an group meeting, or an email. Your communication and actions speak loudly. When your communication is not clear it can create confusion. I have found it is not just what you say and do but what you don’t say or do.
What role does leadership play in championing and modeling a purpose-driven culture? Can you share an example of how you or another leader helped reinforce your organization’s purpose?
I am a firm believer that leadership is not a title, it is what people do. They lead. There are many styles of leadership. This is why having “right fit” team members is important. When we hire today, we hire culture fit over skills every time. In summary, when managers understand the culture and they use that as a part of the hiring process it is really how we champion and shape our culture.
How do you handle skepticism or resistance from team members or stakeholders who may not immediately understand the value of focusing on purpose?
We don’t drag donkeys through the sand. Sorry, that was my country boy slang. When your culture is strong you will find that your team will self-select. They decide to leave because they would say “they don’t fit in”. I heard someone say once “for those that get it no explanation is needed, for those that don’t get no explanation will do.” We have vendors that interact with our team and they say, “The Blue Collar Success Group is a vibe.” Cliché or not I believe that your “vibe” or culture is what attracts your vibe.
Ok, let’s talk strategy. Based on your experience, can you share “5 Steps to Build a Purpose-Driven Culture That Attracts Top Talent”? If possible, please include examples or stories for each.
- Define and Articulate Your Purpose — The “Why” This is why the organization exists beyond making a profit. It is about the impact you intend on making.
- Integrate Your Purpose into Everything You Do — The “How” In everything you do, how you hire, promote, on-board new team members, marketing, and delivery of your services. If it is written on a piece of paper and everyone can say the right things. The bottom line is that is shows up in you and your teams actions. Example: Our paying clients are why we are in business, therefore no matter how challenging they can be whether they are in the right or not we do not talk bad about our clients.
- Communicate and Engage — The “What” We have a company meeting every other week. During that meeting I use our mission statement and core values in various ways. I will either provide a different perspective (you can only say the same thing over and over until it loses its power, it takes work) or ask other team members to reflect on their recent interactions with our team our clients and how that they were aligning with either our mission statement or any of our core values.
- Empower and Align Your Team — The “Who” You must empower your team to allow the words to become a reality. Do the right thing!
- Measure and Reinforce — The “Execution” Having an open feedback loop is important. Creating an environment where team members are heard. Example: One of our core values is “winning together” I ha a team member that had a situation happen that impacted their income. That team member approached me and said “I don’t really feel like during that situation that we were winning together.” At that moment I was taken back, at these moments you get an opportunity to reinforce your decision, or you can learn. I learned and we made the team member whole and I am proud to say that team member is not only still with us but a huge advocate and ambassador of our company.
Can you share a specific example of how embracing a purpose-driven culture helped your company attract exceptional talent or achieve a significant business goal?
The Blue Collar Success Group is a place where you dig in deep and want to stay. We have a super power with our culture. You can’t touch it but you can feel it. When we have an open spot on our team our team refers their friend and colleagues first. That is a great feeling considering we live in a world where people are not In Love With Their Job!
What advice would you give to leaders of smaller companies or startups who want to build a purpose-driven culture but don’t know where to start?
The best time to plant a tree is 20 years ago. The next best time is now. Get started now. You already have a culture. Use the 5 steps that I shared and go do it. Make it a priority.
What are some common mistakes leaders make when trying to create a purpose-driven culture, and how can they avoid them?
Stop trying to be someone else. The only person you can be is the person that you are. Figure out who you are first. When you know who you are you will know what to do. Don’t believe it will fix itself. You have to invest time or put in the work.
How do you ensure that your organization’s purpose evolves and remains relevant as your company grows and the world changes?
Stay flexible but stay true to who you are. Remember that like attracts like. If you don’t like what you have take a look in the mirror and ask yourself the tough questions.
What trends or shifts are you seeing in the workplace regarding purpose, and how do you think these will shape the future of business?
I said this earlier, without a vision the people will perish…You need to give your team something hat they can get behind and believe in. The next generation seek purpose driven work. They want to make a difference and they want o contribute by being a part of something that has purpose.
In your opinion, how does having a purpose-driven culture impact not just employees, but customers, clients, and the broader community?
Our clients often ask me, how do you continue to grow yet keep your culture so true. The answer is if you think I do that you are mistaken. It is about the right people. How you hire matters along with who you hire. It is a small spark that needs a fuel source to keep it going. I am the fuel source by making sure it stays in front of our team by reminding them what makes us so great.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people by building purpose-driven workplaces, what would that be? You never know what your idea can trigger.
🙂 Never discount the value of culture. It can destroy your organization from the inside, or it can create explosive growth! Culture over everything. It wins every time. You can hire bad people and give them a good system, but they won’t follow it. If companies measured culture as if it were profit, they would make different decisions. The bottom line isn’t profit…it is culture.
How can our readers further follow you online?
www.TheBlueCollarSuccessGroup.com
https://www.instagram.com/bluecollarsuccessgroup/
https://www.youtube.com/@thebluecollarsuccessgroup8413
https://www.facebook.com/BlueCollarSuccessGroup/
This was great. Thank you so much for the time you spent sharing with us.
About the Interviewer: Chad Silverstein is a seasoned entrepreneur and Thought Leader with over 25 years of business experience. He has founded, operated, and exited multiple companies and now builds into a handful of high impact CEOs. Chad has launched multiple online communities, including a recent leadership development platform, and also serves as a strategic advisor for Authority Magazine’s thought-leader incubator program.
To learn more and connect with Chad visit: chadsilverstein.io
Chris Crew Of ‘The Blue Collar Success Group’ On How to Build a Purpose-Driven Culture That… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.