Why Company Culture Matters More Than Ever
In all my years as a business owner—whether it’s in homebuilding, land development, product design, or federal contracting—one truth has stayed consistent: your company culture will either drive your success or slow you down. I’ve seen incredibly talented teams struggle because of poor communication and leadership. I’ve also seen modest teams accomplish great things because they shared trust, discipline, and a common mission.
Especially in federal contracting, where the stakes are high and the standards are strict, culture isn’t just an HR buzzword—it’s the backbone of how you operate.
The Military Influence: Discipline and Accountability
My foundation in leadership came from serving in the United States Air Force. That experience taught me the value of discipline, chain of command, and doing your job well—every time. I’ve carried that mindset into every venture I’ve started.
But applying military structure to a business setting isn’t about barking orders or being rigid. It’s about setting expectations, holding people accountable, and creating an environment where excellence is the norm. In federal contracting, your team has to operate like a well-oiled machine. Missing a deadline or not following compliance protocols can cost you millions or even get you disqualified from future opportunities. That’s why I focus on instilling a sense of pride, structure, and responsibility in every company I lead.
Hire for Attitude, Train for Skill
A big part of building culture is bringing in the right people from the start. I look for employees and partners who share our core values: hard work, integrity, teamwork, and adaptability.
I’d rather hire someone who’s hungry to learn and grow than someone who checks every box on paper but doesn’t align with our way of doing things. Skills can be taught. Attitude and character—those are harder to change.
In a company like Delco Devgru, where we deal with government contracts and complex logistics, I need people I can count on. The same goes for our homebuilding team at Villa Homes, where attention to detail and client service is everything. If someone doesn’t fit our culture, it shows quickly, and we address it. Culture is too important to ignore.
Clear Communication Builds Trust
A winning culture is built on clear, honest communication. Whether we’re managing a land development deal or submitting a proposal for a Department of Defense contract, I expect my team to speak up when there’s an issue—and to share wins just as quickly.
One thing I learned early on is that employees and contractors don’t like surprises, and neither do clients. The more we communicate expectations and progress, the smoother things go. This applies to every level—from the office team to job site crews.
At the end of the day, people perform better when they feel heard, informed, and part of the mission.
Empowering Your Team
You can’t build a great company on micromanagement. If you’ve hired the right people and trained them well, you’ve got to let them do what they do best. Empowering your team to make decisions and take ownership creates a sense of pride and purpose.
At Delco, LLC—our product development and engineering firm—I give my engineers the room to be creative and the responsibility to solve real-world problems. That’s how we’ve been able to patent innovative products ranging from outdoor gear to firearm components. If I hovered over every decision, we’d never get anything to market.
The same empowerment approach goes for Villa Homes. Our site supervisors and subcontractors are trusted to make day-to-day calls without constantly checking in. They know the standard we expect, and they’re trusted to deliver.
Recognizing Wins and Learning from Mistakes
One of the most underrated parts of company culture is recognition. People want to know that their work matters. Whether it’s a quick thank-you or a team celebration after finishing a big project, acknowledging success fuels motivation and loyalty.
On the flip side, we also believe in learning from mistakes. No team is perfect, and in high-stakes work like federal contracting or homebuilding, things can and do go wrong. When that happens, we own it, fix it, and figure out how to avoid it in the future. That kind of honest, solution-focused culture builds resilience and continuous improvement.
Adapting Culture as You Grow
Culture isn’t static. As your company grows, your systems and people evolve. What worked with a five-person team might not scale to fifty. That’s why I’m always checking in with my leadership teams to make sure our culture is still strong and aligned.
For example, when Delco Devgru began winning larger federal contracts, our structure had to grow more formal—clearer SOPs, project tracking tools, and defined roles. But even with that added structure, we worked hard to keep the entrepreneurial spirit alive. People still feel like they have a voice, and we’ve stayed flexible where it counts.
Final Thoughts: Culture Is Your Competitive Edge
At the end of the day, company culture is one of the only things your competitors can’t copy. They can buy the same equipment, offer similar services, or chase the same clients—but they can’t replicate your team’s energy, values, or how you treat people.
In my experience across industries—from manufacturing to real estate to federal work—your culture defines your brand, your results, and your future.
So build it with intention. Protect it. Invest in it.
Because when you get your culture right, everything else becomes a whole lot easier.