You're either going to have culture by design or by default, and many organizations, it's just by default.

You can control the culture in terms of making sure that there's alignment, there's quality of expectations, there's standards, there's consistent meeting rhythms, and then you start to operate on a certain rhythm.

It doesn't mean you're not going to have challenges. Of course, you still have problems, but that's going to help keep a growing organization aligned and rowing in the same

direction.

I'm Michael Logel, founder and CEO of Crisp, the nation's number one law from growth company. I've

built my business through practice, not theory. Crisp started with just

$500 to my name and has grown to over eight figures in revenue over the last few years,

earning a spot on the Inc. 500 list of the fastest growing private companies in America.

Our approach has been to take everything we've learned about generating massive growth

within our own organization and help the country's most ambitious and committed law from

owners do the same for theirs. In each episode of this podcast, I sit down with

innovative market leaders from the legal industry and beyond to learn from those who thrive

in the face of adversity, challenge the status quo, and define what it means to be a true

game changer. This is Jessica, head of coaching strategy at Crisp, and today we're flipping the script

for a special edition episode to get Michael's take on, how to navigate rapid growth while

safeguarding your firm's unique culture, why setting and reinforcing clear expectations

is crucial for success, and how to cultivate transparent and consistent communication

as your firm scales.

We're constantly looking for feedback.

So there's things that happen daily, weekly, monthly, quarterly.

And as a result of that, it helps to keep us aligned instead of just doing check-ins when we think it's appropriate to do a check-in.

That's coming up on the Game Changing Attorney podcast.

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