3 Guiding Principles Hyland Followed to Become a Globally Recognized Powerhouse

Read on to learn from Hyland on how maintaining a clear vision, measuring success and giving back to the community all contributed to making the company a global leader in the technology industry.

Hyland began as a small, tech startup in Rocky River and has grown into a globally recognized technology force headquartered right here in Northeast Ohio. But getting to where the company is today was not easy. During a recent Greater Cleveland Partnership event, the company's leadership explained to attendees the three core, guiding principles her company followed to become a globally recognized brand.

Core principle No. 1: Have a clear vision

Before you go out to take over the world, you need to take a second to ask yourself a couple of questions:

  • What’s one thing your company is going to do that will help the world?
  • What do we need to do to become a great company?

These questions will help you set the vision for your company. Make sure to write down the answers to these questions because they will serve as the guiding values by which you operate your business. (At Hyland, those values are integrity, solutions, partnership, family and passion.)

Decide how you will go about bringing these values to life and revisit them frequently to ensure you’re staying on track.

Core principle No. 2: Chart your success

In addition to putting in place values and a mission that will inspire you, it’s also critical to be able to measure success. At Hyland, one of these measuring sticks is earnings before interest, taxes, depreciation and amortization, or EBITDA. It’s not just about growth. Kirk said. It’s about profitable growth.

Growth via acquisition is another important part of Hyland’s growth strategy, so company executives measure that, too. The company buys technologies that augment the company’s vision and commitment to innovation. And in doing so, Hyland brings people on board who are a good cultural fit. People are 90% of the investment Hyland makes.

Core principle No. 3: Invest in community

The presentation ended with an emphasis that giving back to the community is a critical part of being successful.

A commitment to community giving can yield a lot of positives for a company, particularly as it relates to employee retention. Giving your people an opportunity to go out and help others is a powerful way of giving your employees a sense of pride in what they do and the organization of which they are a part. Giving back is not just a responsibility. It’s a privilege. It’s an honor.

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  • Next up: 3 Things to Know: Hiring the Perfect Team Members for Your Business

    3 Things to Know: Hiring the Perfect Team Members for Your Business

    Hiring is one of the most important jobs you have as a business owner, and you want to make sure you get it right. Here are three things you need to know when it comes to finding the perfect team members for your business.

    As long as you have one employee or intern, the topic of hiring is an important one for your business. Here we are highlighting some of the expert advice we’ve run on Mind Your Business regarding hiring.

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    The key to building a great team is to not only find those top-notch employees but to also retain them. That can be challenging for employers who don’t know where to start looking, who aren’t being intentional with their hiring, or who neglect to do their part in maintaining a positive work environment for their employees. From clearly thinking through what type of candidate would be a good fit to creating an effective work/life balance, here are 19 things to consider when it comes to finding and keeping top talent.

    The second thing to know is it is also important to find and keep talented interns

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    The Internship Summit also explored whether social media is your friend when it comes to hiring interns. Be aware of the benefits and dangers of using social platforms to vet potential internship candidates.

    And, whether you are looking for an intern or looking to becomes one, GCP has a one-stop-shop for all your internship needs. Visit GCP’s Internship Central to learn more.

    The third thing to know is it could be a generational thing.

    We know we have Gen Z about to enter the workforce and of course there’s Millennials—but did you know that when effectively hiring and retaining different generations you might need to follow a different set of guidelines? The traditional approaches hiring managers are used to just might not cut it here.

    Millennials tend to stay in jobs for a shorter period than generations before them. Part of your strategy in retaining millennials at your company should include a lot of face time (and we’re not talking about on your iPhone) and recognition for their hard work. Here is your go-to guide for engaging millennials in the workplace.

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  • Next up: 3 Things to Know: How to Network Like a Pro

    3 Things to Know: How to Network Like a Pro

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  • Next up: 4 Leadership Lessons from BizConCLE

    4 Leadership Lessons from BizConCLE

    From enhancing customer retention to what sets transformational entrepreneurs apart, BizConCLE 2017 was filled with useful takeaways and lessons that small- and medium-sized businesses can use to build their business. In case you missed it, check out the below for recaps of the four impactful keynotes that took place during the show. Learn more about BizConCLE and how it can help your company by clicking here.

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  • Next up: 4 Ways to Be a Better Leader

    4 Ways to Be a Better Leader

    What traits do you think of when you consider what makes for an effective leader? During a recent Small Business Boot Camp session, Jeff Nischwitz of The Nischwitz group took a deep dive into the qualities all leaders share, and how those characteristics can help a small business—and its staff—thrive. Below are X takeaways from the presentation.

    What traits do you think of when you consider what makes for an effective leader? During a recent Small Business Boot Camp session, Jeff Nischwitz of The Nischwitz group took a deep dive into the qualities all leaders share, and how those characteristics can help a small business—and its staff—thrive. Below are X takeaways from the presentation.

    1. Know Yourself

    Entrepreneurs need to understand what kind of leader they are striving to be. And as part of that discovery, should ask themselves three questions:

    • What kind of leader am I committed to becoming?
    • Am I willing to let go of how things have always been done?
    • Can I tolerate living outside of my comfort zone?

    2. What Not to Do

    Leadership is not bullying. It is not about being disengaged. What is it about, then? Continue reading …

    3. Be Accountable

    A leader has to have the trust of their staff. Being accountable is one way to build trust, but what are the others? Try being human:

    • Ask for feedback.
    • Admit mistakes.
    • Be honest if you don’t know the answer to something.
    • Don’t be afraid to ask for help.
    • Allow staff the freedom to challenge perceptions.
    • Understand the ‘3 I’s of Leadership.’ 

    4. Be Conscious

    Remember back in the second item that talk about being disengaged? A Gallup Survey found that 70% of employees are not engaged with their work and employer. The steps outlined above will go a long way toward helping eliminate a leader’s blind spots and increase team engagement. It’s important that leaders take a “conscious” leadership position, that is, be aware of not only the needs of their staff but also to honor their staff’s perception of their leadership. And if you want to know more about conscious leadership, check out Nischwitz’ book: “Unmask: Let Go of Who You’re Supposed to Be & Unleash Your True Leader.

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  • Next up: 4 Ways to Be a Winning Entrepreneur

    4 Ways to Be a Winning Entrepreneur

    There are many characteristics that differentiate winners from non-winners. See if you have what it takes to be a winner in all that you do.

    We all want to be winners, right? Here are some traits to keep in mind when it comes to the difference between winners and non-winners.

    Winners are usually people who set goals (realistically and with a measure of "stretch"), make commitments and, in the long run, keep them. Non-winners usually set goals (unrealistic and "safe"), duck commitments and, in the long run, fail to meet them.

    Non-winners look for the easy way out. They believe others "owe" them a living. They externalize their failures—rationalizing away their own failings. They hide their not­OKness behind braggadocio and plastic extroversion. When encountering the slightest obstacle, they become immobilized. If they can move at all, they choose the path of least resistance, then wonder why this choice leaves them dead-ended most of the time.

    Winning vs. non-winning traits

    The following characteristics can be found within non-winners:

    Non-winner Trait No. 1: Being I-centered, amateurish and unable to plan any further than today.

    Non-winner Trait No. 2: Not being able to think on their own—being a poll taker. Non-winners might ask "How am I doing?" to other people repeatedly. 

    Non-winner Trait No. 3: Needing constant validation, which never comes.

    Non-winners are the antithesis of everything winners stand for. The following characteristics can be commonly found within winners.

    Winner Trait No. 1: Working for what they have instead of depending on others to take care of their needs.

    Winner Trait No. 2: Accepting responsibility for their behavior. 

    Winner Trait No. 3: Being confident instead of cocky. 

    Winner Trait No. 4: Expecting to face obstacles and roadblocks, but not allowing these temporary setbacks to alter their

    course.

    Seeking success and overcoming obstacles

    Winners can see the future—they are true magicians. How can they foresee the future when non-winners cannot? Because they make the future. Winners are goal setters and goal achievers. When faced with an obstacle or roadblock, winners lie down by the side of the road and try to figure out how they got there (which non-winners do), they don’t hold up their hands and yell, "Take me out coach, it's too tough here!" (which is the non-winner's favorite one-liner). Winners take action, check their plan of action to see if they had anticipated the problem and already made provisions for its solution. If not, winner deal with the obstacle and continue to move forward or around it.

    Non-winners seek escape from pain, while winners seek the achievement of happiness. Non-winners exist for the sake of avoiding punishment, while winners exist for the sake of earning rewards. Non-winners spend their sales career belly-aching and externalizing failures. Winners chart their course, cover it with unswerving determination, and achieve the success they rightfully deserve.

    Everyone, including you, is a winner. You possess the will to determine if you will win today, or if you will "non­ winner" it. Careful how you choose, as it will shape your choice tomorrow—and the next day. The secret to becoming a winner is to win a little bit every day in all that you do.

    Tom Scully is sales consultant and owner of a Sandler Training franchise in Chagrin Falls, Ohio.

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