Small Giants

• Reject narrow traditional definitions of success
• Stay aligned with original vision
• Deep connection with local community
• Strong relationships with customers and suppliers
• Intimate people-centered workplaces
• Passion and purpose are core drivers
• Default businesses prioritizes growth
• Small Giants prioritize quality and culture

Culture 

• Employee relationships drive organizational success
• People should enjoy their work, team, and growth opportunities
• Employees need to feel valued, supported, and empowered
• Leaders must consistently show genuine personal care
• Hire for alignment with company vision
• Build a culture of intimacy and connection
• Leadership should be guided by higher purpose
• Must be embedded in daily operations

Control

• Companies often drift from founder vision over time
• Social pressure pushes constant growth expectations
• Growth is limited by capital talent and research capacity
• Many firms sell out due to funding constraints
• Maintaining control requires staying self-funded
• Prioritize goals beyond easily measured financial success

Community

• Small Giants are deeply rooted in local communities
• Business identity reflects local character
• Companies develop distinct local personalities
• Strong internal and external relationships are central
• Emphasis on social responsibility and giving back

Stakeholders

• Build strong supplier relationships beyond transactional business
• Prioritize customer intimacy over basic customer service
• Emotional connection drives customer loyalty
• Tailor strategy to local context and customer base
• Hire for passion and train for skills
• Offer generous employee benefits
• Cultivate a warm close knit culture that customers feel