Creating High-Performing Teams in Rural America: Ditch the Drama and Build a Culture of Excellence
In small-town America, where colleagues are also neighbors, friends, and family, workplace dynamics can be both a strength and a challenge. The close-knit nature of rural communities means that personal relationships and professional interactions often overlap, creating unique leadership challenges that can impact team performance, culture, and organizational success.
To build high-performing teams in rural America, leaders must be intentional about eliminating workplace drama, fostering fiscal stewardship, and crafting a social media presence that aligns with the organization’s mission and goals.
Ditch the Drama: End Workplace Dysfunction
Cy Wakeman, a respected HR thought leader, offers a powerful framework for eliminating drama in the workplace. She emphasizes that employees should focus on problem-solving and accountability rather than gossip and victimhood.
Drama in rural organizations can be particularly challenging because employees don’t just work together—they also live, recreate, and raise families in the same community. This dynamic can create unnecessary workplace tension, but strong leadership can set a clear cultural standard that fosters professionalism and respect.
Key strategies for drama-free workplaces:
Adopt a "No Gossip" Rule – Leaders should model and enforce a culture where employees do not speak negatively about one another. Instead, issues should be addressed directly with the person involved.
Clear, Direct Communication – Non-mitigating communication should be a leadership priority. Employees should receive consistent, transparent messages about expectations, performance, and organizational goals.
Positive Attitude as a Standard – A culture of gratitude and forward-thinking should be embedded into team meetings, performance reviews, and daily interactions. Leaders should encourage problem-solving rather than blame-shifting.
Clarity of Vision: Fiscal Stewardship as a Team Mindset
Every rural organization, whether a hospital, school, municipality, or nonprofit, must be financially sound to fulfill its mission. However, many employees lack insight into the financial realities of their workplace. High-performing teams are built when every employee understands fiscal stewardship and how they contribute to the financial health of the organization.
Questions leaders must answer for their teams:
What is the financial status of the organization? Employees should have a general understanding of revenue streams, operational costs, and financial goals.
How do different departments contribute to financial success? For example, an RN in the Emergency Room should know that proper documentation ensures accurate billing. A nonprofit director should know how to secure grant funding. A tourism board should recognize how attracting visitors directly benefits the local economy.
How does the organization reward saving and earning? Organizations that promote "saving together" as a team-building principle foster unity and engagement. Employees should be encouraged to contribute to financial stewardship efforts, whether by reducing waste, improving efficiencies, or seeking new revenue opportunities.
Mission With a Margin: A Culture of Earning
Every rural hospital, nonprofit, or small-town business operates within tight financial constraints. The phrase “mission with a margin” should be ingrained in the organization’s culture—success isn’t just about serving the community but doing so in a financially sustainable way.
How organizations can cultivate a culture of earning:
Teach every employee how they contribute to revenue generation – Employees must understand how their individual roles impact financial outcomes.
Incentivize cost-saving measures – Encourage employees to find small but impactful ways to cut unnecessary costs without compromising service quality.
Diversify revenue streams – Organizations should explore additional ways to bring in funding, such as grants, partnerships, tourism development, or new service lines.
Crafting the Right Social Media Message: Be the Face, But Not the Only Face
In rural communities, the CEO is often the public face of the organization. However, the best community engagement strategies go beyond a single personality.
Key principles for rural organizational social media:
Avoid long blog posts and overloading with information – People don’t engage with endless event updates or constant congratulatory messages. Instead, focus on concise, meaningful posts that highlight impact, community involvement, and key organizational updates.
Balance personal leadership with team visibility – The CEO should be present and engaged but should not be the only visible figure. Showcasing team members, community partners, and staff contributions builds a stronger, more inclusive organizational identity.
Move beyond Facebook “Happy” posts – While celebrating team successes is important, social media should also include educational content, behind-the-scenes insights, and thought leadership on rural industry trends.
Conclusion
Creating high-performing teams in rural America requires strong leadership, a drama-free culture, financial clarity, and a strategic approach to community engagement. Organizations that prioritize clear communication, fiscal stewardship, and intentional branding will not only attract top talent but also retain employees who are invested in the long-term success of the organization and the community.
For rural employers looking to build high-performing teams, Hunter Ambrose Executive Search specializes in helping organizations find leaders who can drive cultural and operational excellence. If your team is ready to elevate its recruitment and leadership strategy, let’s connect.
