How do you build a strong team and a positive culture for your social enterprise?

Mission-Driven Hiring – Recruit people who align with your vision and values. 🔹 Lead by Example – Set the tone with integrity, passion, and resilience. 🔹 Foster Collaboration – Encourage open communication and teamwork. 🔹 Empower & Trust – Give autonomy while holding team members accountable. 🔹 Recognize & Reward – Celebrate achievements to boost morale and motivation. 🔹 Continuous Growth – Invest in training, mentorship, and skill development. 💥 I’m Aristos—an ultra-athlete clocking millions of steps each month. Just like endurance, a strong team thrives on purpose, discipline, and relentless execution.

This one might be usable. Shared Vision: Align everyone on the social mission and goals. Open Communication: Foster transparency and feedback. Empowerment: Delegate responsibility and encourage ownership. Recognition: Celebrate successes and acknowledge contributions. Growth Opportunities: Invest in training and development. Inclusive Environment: Value diversity and create a sense of belonging. Team Building: Organize activities to strengthen relationships. Lead by Example: Demonstrate the values you want to see.

Apart from shared vision and values, there must be shared "purpose" as well. Ultimately, a conflict of purpose, even with shared vision and values will result in substantive tension and conflict.

Je pense qu'il y a plusieurs éléments à prendre en compte : - Une vision claire de où l'on va est nécessaire - Etre tous au meme niveau pour atteindre ce but : meme si on a une organisation avec une hiérarchie on partage le meme but et puor cela on est égaux. - Faire partie de l'équipe : ne pas se considérer au dessus

Culture isn’t built with values on a website—it’s built-in how you lead, how you hire, and how you show up every day. —> Vision is useless unless your team believes in it. It’s not about telling them what matters—it’s about proving it through your actions. —> Hiring for diversity is one thing. Creating an environment where different perspectives thrive? That’s leadership. —> Empowering a team doesn’t mean giving them motivational talks. It means giving them autonomy—the freedom to own their work, make decisions, and take risks. Culture isn’t what you say—it’s what you allow. What’s the one thing you won’t tolerate in your company culture?

This a critical step, and today's DEI attempts in many organization is coming up short. In this critical step, DEI must satisfy the right balance "skill, knowledge and experience" of required to successfully lead an organization.

Recruiting a diverse team is key to fostering innovation and inclusivity. In Chile, institutions like SERVIU (Housing and Urban Development Service) and SENAMA (National Service for Older Adults) often work with multidisciplinary teams. Your hiring process should ensure a balance between cultural fit (people who share your values) and diversity (people who bring different perspectives and experiences). This is particularly relevant when addressing issues of regional disparity and social equity, ensuring that your team reflects the communities you serve.

Empowering must include when the team gets it wrong or when they make mistakes, especially big ones. As a senior leader, we have to own and take accountability for the mistakes of our teams. Nothing kills empowerment, trust and confidence like a senior leader blames the team when big mistakes occur.

Public-sector initiatives in Chile frequently struggle with bureaucratic inefficiencies. To counteract this, create an environment where your team feels empowered to make decisions and take ownership of their work. For example, if your enterprise is involved in sustainable urban planning, allow employees to propose community-led projects rather than relying solely on top-down directives. Providing training and professional development opportunities, such as those offered by Servicio Civil Chile, can also enhance motivation and commitment.

An important time for Communication and Collaboration is when an organization is going through tough times, when difficult decisions have to be made. The transparency of messages, and right "humane" tone may not take away the difficult choices, but it will at least earn the respect of those affected.

O desenvolvimento de uma boa cultura colaborativa inicia- se com uma escuta ativa, abertura de espaços para novas contribuições e incentivo para mudanças vindas a partir das ideias do grupo.

You can enhance the effectiveness of communication and collaboration within your team, leading to a more robust and positive culture in following ways - -> Ensure that information, ideas are shared in a timely and respectful manner. ->Encourage open communication to build trust and understanding within the team. ->Promote a culture where listening and learning from each other is prioritized, creating solidarity and partnership. ->Aim for positive and constructive collaboration to enhance team synergy. ->Ensure everyone understands team objectives and individual roles to align efforts and reduce misunderstandings. ->Equip the team with skills to address and resolve conflicts constructively promoting a healthier team dynamic.

O desenvolvimento de uma boa cultura colaborativa inicia- se com uma escuta ativa, abertura de espaços para novas contribuições e incentivo para mudanças vindas a partir das ideias do grupo.

Collaboration is vital, especially when working with public institutions that often have hierarchical structures. Implement transparent communication channels to ensure all team members are informed and engaged. Tools like participatory budgeting (presupuestos participativos), widely used in Chilean municipalities, can be adapted internally to give employees a voice in decision-making. Foster an open culture where feedback is encouraged, and silos are broken down between departments.

Reconhecer e valorizar a equipe não é apenas uma questão de cultura organizacional, mas um fator estratégico para engajamento e retenção de talentos. Empresas que incorporam o reconhecimento no dia a dia fortalecem a colaboração e impulsionam a performance. Além de premiações e incentivos, pequenas ações, como feedbacks estruturados e reconhecimento público, são fundamentais para manter os times motivados. No longo prazo, uma equipe valorizada se torna mais produtiva e comprometida com o crescimento da organização.

Acknowledging achievements, both big and small, helps build morale and retain talent. Chilean public institutions often have rigid recognition systems, but social enterprises can be more flexible. Simple gestures—such as celebrating work anniversaries, offering professional development grants, or publicly recognising outstanding contributions—can go a long way. SENCE (National Training and Employment Service) provides upskilling opportunities that can serve as incentives for team members committed to personal and organisational growth.

Apprendre doit être dans l'ADN de votre entreprise : vous apprenez seul, vos collaborateurs apprennent seuls et il existe des espaces d'apprentissage collectif (en distanciel et en présentiel). Le must est l'apprentissage entre pairs, la valorisation interpersonnelles et la bibliothèque des savoirs accessible à chacun.

A strong culture is one that evolves. Encourage a mindset of continuous learning by conducting regular performance assessments, knowledge-sharing sessions, and post-project reviews. Public-sector organisations in Chile are increasingly embracing evidence-based policymaking, a practice your social enterprise can adopt to ensure decisions are backed by data and impact assessments.

Building a strong team and positive culture starts with a clear vision. In my business, ensuring every team member understood our mission helped align efforts. Hiring wasn’t just about skills but finding people who shared our values, bringing diverse ideas. Empowering them to take ownership made them more engaged. Open communication through regular check-ins and casual chats kept us connected. After a hectic season, a simple team outing boosted morale. Most importantly, we kept learning, adapting based on feedback. A strong culture isn’t built overnight but by consistently valuing and supporting your team.

Building a great team for your social enterprise starts with a shared mission. Bring in people who truly believe in your cause and create a space where everyone feels valued. Keep communication open, celebrate wins (big or small), and support each other’s growth. Lead with empathy, encourage fresh ideas, and make work meaningful. Foster collaboration, embrace diversity, and ensure everyone feels heard. Recognize efforts, provide opportunities for learning, and build trust through transparency. A positive culture isn’t just about what you do—it’s about how you do it together. When your team feels inspired and connected, amazing things happen!