{"id":3314,"date":"2021-05-24T18:14:54","date_gmt":"2021-05-24T18:14:54","guid":{"rendered":"https:\/\/fx5.com\/en-gb\/?p=3314"},"modified":"2022-03-08T16:39:47","modified_gmt":"2022-03-08T16:39:47","slug":"montanya-culture","status":"publish","type":"post","link":"https:\/\/fx5.com\/en-gb\/montanya-culture\/","title":{"rendered":"Montanya Distillers’ Approach to Company Culture"},"content":{"rendered":"\n

Navigating change is always going to be difficult. Navigating change while trying to mobilize an entire organization with you? Even more difficult. We have witnessed many of our client distilleries experience change over the years, and the common themes we found among those that did so with grace and ease: they know who they are, what they stand for, and have their entire team have their teams united in a common vision, and in pursuit of success \u2013 whatever that means for them. How? A deep-rooted organizational culture at the center of everything they do, which allows them make big decisions with minimal pushback.<\/span> <\/span><\/p>\n\n\n\n

We recently sat down with Karen Hoskin of Montanya Distillers,<\/a> located high in the mountains of Crested Butte, Colorado. We have always admired Karen for being an outspoken voice in the industry and an advocate for change (as witnessed by anyone in attendance for her keynote speech at the ADI conference several years ago). We wanted to know more about how Montanya incorporates company culture in\u00a0\u00a0everything they do and keeps them working as one well-oiled (and ecologically friendly) machine through any hardship. \u00a0<\/span><\/p>\n\n\n\n

Building an organizational culture starts with a defined set of values that provide an unwavering foundation on which to build. It was important to Karen to incorporate her values into her business from day one. \u201cValues have been inextricable for me since I\u2019ve been alive. I wanted to be part of something bigger, a culture or community,\u201d she told us. \u201cI really try to emphasize to my employees that our distillery is a safe place to be yourself in everything you do. I want our culture to reflect an ethos or way of being \u2013 using business as a force for good throughout the industry. It\u2019s about more than just making rum.\u201d<\/span> <\/span><\/p>\n\n\n\n

There are three overarching pillars of the Montanya ethos: Environmental sustainability, building an equal opportunity work environment, and transparency.<\/span> <\/span><\/p>\n\n\n\n

Environmental sustainability and ingredient sourcing<\/span><\/b> <\/span><\/p>\n\n\n\n

Karen believes that Montanya\u2019s customers shouldn\u2019t just take their word for things. The distillery <\/span>utilizes third-party verification and certifications to back up any claim they make as a business. Every business practice and purchase is rooted in being environmentally responsible \u2013 from the paper in the printers to the way they source and buy their mint. They don\u2019t pick and choose which practices to align with their mission and values \u2013 it’s a holistic installment in their business.<\/span> <\/span><\/p>\n\n\n\n

Building a positive and equal opportunity work environment<\/span><\/b> <\/span><\/p>\n\n\n\n

For Montanya, diversity isn\u2019t the goal. \u201cIt\u2019s not enough to be diverse if the workplace doesn\u2019t feel like home for everyone,\u201d Karen explains. \u201cWe want to make sure employees can fully bring themselves to work and feel supported, and strive to create opportunity for anyone who would otherwise have barriers to entry into the distilling entry due to their identity.\u201d Montanya maintains their commitment to being not only a diverse but an educated workforce by sending their employees through\u00a0<\/span>Shine\u00a0Diversity\u2019s<\/span><\/a>\u00a0“JEDI Training” program, a five-session course on justice, equity, diversity, and inclusion.\u00a0<\/span><\/p>\n\n\n\n

Transparency with employees and customers about state of the business and major decisions<\/span><\/b> <\/span><\/p>\n\n\n\n

Employees at Montanya have access to all information on the state of the business, how the company is structured and funded, and how employees are compensated. They also fully believe in being transparent with consumers in the information they share on their website, PR and social media communications \u2013 there’s no \u201csmoke and mirrors,\u201d as Karen says.<\/span> <\/span><\/p>\n\n\n\n

That transparency doesn\u2019t go away when things get hard. Several years ago, Montanya announced a goal of being a zero-waste organization by 2020, but as the date approached, they realized they wouldn\u2019t meet their target. Instead of staying quiet and hoping everyone had forgotten their commitment, they spoke up. \u201cIt\u2019s fashionable these days to set goals,\u201d Karen mused, but there\u2019s very little accountability and follow up on the completion of goals that companies like to publicly set. Instead, Montanya was transparent about their miss, and disclosed the alternatives they had committed to. Their B-Corp certification keeps them accountable not only to themselves and their customers, but to society at large.<\/span> <\/span><\/p>\n\n\n\n

To tie this all together, we asked about a time that Karen made a major business decision and how she felt that having a cohesive culture helped make all residual transitions smoother. She shared with us that c<\/span>ommercial compost is a very important business practice at Montanya. When the company that Montanya was outsourcing their composting to went out of business, Karen decided to bring it in house and purchased a biodigester, to be used for all the distilling and restaurant waste. Right off the bat, there was a huge amount of buy-in from employees. Employees took the initiative to research and learn how and when to collect waste, how to use the equipment, and how to make processes more efficient and effective. Karen attributes the ease of adoption of this huge process change for the Montanya team to their cultural alignment; the change was in line with the company’s culture, in which all business activities are deeply rooted, eliminating any potential friction.<\/span> <\/span><\/p>\n\n\n\n

Finally, when it comes to hiring, Montanya is trying to \u201cmess up the model\u201d and take the risks necessary to continue diversifying the team with a \u201cvalue-fit, culture-add\u201d focus in many of their hiring decisions, and a commitment to honoring the values of those diverse employees. For example, Montanya\u2019s head chef is a Zulu woman from South Africa. \u201cHer work style is completely different from anyone else in the kitchen \u2013 she definitely shook things up around here, but she brought a different level of quality to everything we do and it\u2019s absolutely wonderful,\u201d Karen reflected. With several Ute employees on staff, Montanya has also incorporated Indigenous land acknowledgment into their business practices, embracing and honoring an important and empowering practice for Native peoples.<\/span> <\/span><\/p>\n\n\n\n

Montanya\u2019s approach to defining, expanding, and operating according to the values of its company culture is nothing short of awe-inspiring, and has allowed the distillery and the team<\/span> <\/span>to navigate the roadblocks they\u2019ve encountered with finesse, peace of mind, and a shared, transparent framework. <\/span> <\/span><\/p>\n\n\n\n

Want more on organizational culture and change management? Download the recording of our most recent webinar by using the form below.<\/span><\/p>\n\n\n\n\n\t\t\t\t\t