Abigail Lucier February 10, 2020 I am amazed by the culture we’ve been able to create at Celero and how it’s taking hold across four companies that joined our family last year. One aspect of culture building, that I’ve noticed as especially crucial in a high-growth company that’s pulling together new acquisitions frequently, is communication.

Communication is the conduit of culture. When we’re communicating properly with each other, our culture grows. Conversely, when we aren’t communicating properly, culture withers. So, what does communicating properly look like? It starts with open dialogue, versus dictating what you want from others.

Since I’ve been at Celero, I’ve been learning to become an active listener. Being a great listener, who is not just eager to share their own thoughts, is critical for developing a healthy culture and a workspace where people are free to explore their ideas and collaborate to make them reality. Good listeners acknowledge that effective communication is about both talking and listening. Exchange is a two-way street. We must be able to send a message as well as receive them. While we might not always agree with that message, I do think that it’s important to at least be open to anything that your colleagues are trying to tell you.

To be able to sit down and actively listen to what somebody has to say, whether it’s about the project they’re working on or the difficult day they’re having, or whether it’s something going on at home or something great that’s on the horizon for them---being able to sit there and listen, not only will you gain an incredible amount of insight into their life and work, but you might be surprised to find that you’re also going to gain a significant amount of perspective into your own life and work. I believe that listening with intent is the catalyst to forming a connection with another person and ultimately a stronger bond amongst team members within your workspace.  

These conversations can be very motivating, and they encourage us to lean on each other versus going it alone. When you’re down on a particular day, your colleague can pick you up by helping you gain some perspective. As a result, things might not seem so bad after all, and they can help you find a way to recover and succeed. That project you’re complaining about might not be as difficult as you think, and you may just find yourself receiving the support you never knew you needed.

Being able to communicate your own thoughts effectively, while also actively listening to the contributions of others, is incredibly important.  I’m very thankful that this dynamic of two-way communication is yet another great aspect of our executive team’s approach to leading people. What they understand—and what I now understand as well—is that achieving big goals isn’t always about getting people to “buy in” to one general concept or theme. We are teammates here, not people to be sold on one person’s ideas or strategies. What this ethos speaks to is a willingness to trust each one of our colleagues to contribute their ingredient to Celero’s recipe for success. While creating a team of people that buy in to the program they are a part of is important, the way you go about doing so is far more important. Our executive leaders rely on the feedback of their team members to keep the business engaged and moving forward. If your team is left feeling as though they aren’t welcomed to make contributions, they will most likely feel disconnected from the program and culture.

When we trust each other, and we’re able to communicate that trust, not by trying to persuade each other but through genuine, two-way conversations that promote the best ideas and make us all better collaborators, there’s nothing we can’t achieve together.

Somebody recently asked me what I love about working at Celero, and I thought of an answer much as you’d expect a veteran marketer to give.  Anyone and everyone in the marketing world has accepted the basic foundation of the profession as the “Four Ps.”  The concept that balancing price, product, promotion, and placement is the secret to managing your marketing mix has been marketing canon since 1960, and it’s just as relevant today.

For anyone interested in knowing what working at Celero is like, I’d like to advance that we have our own Four Ps.  The first P for me is People.  From our CEO down to our newest employee, everybody brings something special to work every day. Everyone here is committed to building a high-performance culture, where we set new standards for customer-centered innovation and our commitment to be a high-tech, high touch company. We are a diverse group of women and men, people fresh out of school and industry veterans with decades of experience, from all sorts of socio-economic backgrounds, and as my colleague Abigail Lucier has so eloquently noted, we take that diversity and unify with our sense of purpose to make our company great.

My second P is Productivity.  Our people are driven, and I love working with people who are determined to be successful and are willing to live by daily measurements of success. Those measurements could put a bad P—pressure—on us at times, but at our company, we have a highly collaborative culture. We have big goals, but only because our customers and partners have big needs to fill. At Celero, we want to become the household name for small and midsized merchants looking to grow quickly and sustainably, which is a monumental challenge as we enter year two of our existence. But here’s the rub, and it’s good: You never feel like you’re in it alone, because this team always has your back. We succeed together, and we sometimes fail together, but in all things, we produce together.

The third P of working at Celero is Passion.  We have people who seriously love what they do. We have multiple people at every level of the company who have been working in payments and fintech for decades, and they act like it’s their first day on the job. They love making a difference in the success stories of our small and medium-sized business customers.  They love making our various partner financial institutions more effective for their merchants as well. This passion isn’t just palpable at our offices across the country, it’s also contagious, and it drives you to give your best, too.  

Perhaps most exciting is our fourth P, Possibilities. A driving ethos of our team at Celero is to never accept that we’ve “arrived.” When you’re in the business of technology and working to solve problems for customers, applications and challenges will continue to evolve. Being arrogant about our success will be the first element of our failure, so we are committed to being humble and go about our work each day creating possibilities for the future, for our partners, our merchants, and our people.

I’m sure others could come up with their own ways of expressing why they love working at Celero, but the Four Ps work for me!

Abigail Lucier November 22, 2019 As I continue to think about our culture and what will make it strong, I notice that many companies fall short of creating great cultures because they only focus on the positive. While positive recognition is certainly very important and completely missing in many workplaces, it’s only half of the equation.

It’s important to recognize hard work, great efforts, and outstanding performance results, but you’ll fail to optimize your culture if you neglect to recognize and accept mistakes as genuine human error. This second piece is equally, if not more, important as you give people the time to find the right answers and prevent the same mistakes in the future. To achieve this, our leaders must extend a measure of grace to each of us, and they should know our capabilities and motivations well enough to know that we’ll get things right when given the opportunity to grow and learn from a mistake.

Personally, I don’t think that all leaders are capable of this. In fact, this is probably one of the biggest factors that separates the great leaders from the mediocre ones. One thing that seems to unite all of us as humans is not our capabilities, but rather our ability to fall short of a goal. We are united in the fact that we all mess up from time to time. Nobody is perfect. We messed up yesterday, we might mess up today, and we could fall short tomorrow! I think what’s important is what you learn from these shortcomings and failures. If you have a leader that’s there to coach you through a mistake and help prevent it in the future, that’s worth its weight in gold. Instead of beating you over the head with your mistakes, a great leader will position you for success moving forward. You’re ultimately going to win in that situation, every single time.

Don’t get me wrong, while I firmly believe we should all extend a certain amount of tolerance for honest mistakes, that does not excuse poor performance on a consistent basis. The employee must display an aptitude for personal and professional development for these methods to work effectively, or you could find yourself spending calories on someone that would be better suited in another position altogether.

When leaders work with their people to create a culture of grace and equip people to do better—as good people want to do—the right culture is going to emerge. Then, you will have a cultural cornerstone of honesty, where leaders are free to say, “Hey, you made a mistake and I didn’t like it, but here’s what we’re going to have to do to make up for it as we move forward.” At the end of the day, if that same leader can stress to you how important you are to the team, and how they cannot do this without you and they don’t want do this without you, you’ll be able to forge a genuine bond and trust. Leadership that understands human error is inevitable and coaches their team through failures, will not only create a happier workplace but a more productive one as well.

Honesty and trust. Grace and equipping. These are the values upon which we are building a great culture here at Celero.

Abigail Lucier November 8, 2019 A lot of companies talk about their culture, and it’s often a misapplication of the term, when they are really talking about values or drivers of their work. Values without daily action is just an empty gesture, but the way we live our values—and do so together—is when you begin to cultivate a culture. 

When I think of culture, in the world as well as in the workplace, the one word that comes to mind is unity. I think of people coming together with genuine acceptance of one another and individuals being recognized and appreciated for who they are.

Celero is a large and fast-growing company with a wealth of diversity in thought and backgrounds. It’s this unique combination of individuals coming together that makes working at Celero special. I’ve developed an appreciation for this diversity that helps me become a better project manager.

It’s important to recognize that diversity brings many life and work perspectives to the table. We see the value of diversity, in our operations at Celero, on a daily basis. Each employee has something different to offer the company, whether they have 20 years in the industry or are coming to Celero fresh from other sectors.

I think that we, not only as a society but also as a working team, must recognize that it is through our differences and our individual qualities that we can actually become united in one thing. And that one thing is that we are all different, and we all have something unique to offer.

At Celero, unity doesn’t mean we all have to think or believe the same things; it’s quite the opposite, actually. We welcome a variety of thoughts and opinions, and we believe that our differences make us a stronger team. A strong, unified sense of teamwork can be felt in both our internal communications as a company, and in what we do for our clients.

When it comes to culture, I don’t believe that one person is more impactful than the other as none of us can do this independently, without the help or assistance of other team members. The moment you try to identify the impact one can have or contribution one should make, based on something like title, is the moment you will start to limit one’s ability to make an impact. This could be counterproductive to establishing a strong culture as I believe a healthy culture is one that empowers each team member to be held to the same standard.   

The power of having a strong company culture shouldn’t be underestimated, as there is a remarkable amount of trust that transpires for this to happen successfully. We don’t just work alongside each other at Celero; we take individual ownership in what we do. Each person is expected to carry their responsibilities by owning them. We’ve found that team members are genuinely happier, as well as more productive, when they can cultivate freely. When you are trusted to do a job, you feel empowered and inspired to do more and this is a significant indicator of what our culture is like at Celero. 

Every company culture is going to be different.  Regardless of the individual characteristics that make your company special, unity is an inherent part of any strong company culture. It is through these differentiating, individual characteristics that we can come together as one team.