Culture map2
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Culture map2 Culture map2 Presentation Transcript

  • Culture MapConfidential | Property of adhesive, llc | www. adhesive.co 1
  • • Values • High PerformanceCulture • Freedom and ResponsibilityMap • Agreement Loop • Minimize Rules • Promotions and Development • Context not ControlConfidential | Property of adhesive, llc | www. adhesive.co 2
  • Display Great JudgmentValues: Be honest Be humble Be accountable Be frugal Be JHHAF-yConfidential | Property of adhesive, llc | www. adhesive.co 3
  • You do what’s right, even when nobody is lookingValues: Display Great Judgment You can determine what’s the most important thing and what can waitConfidential | Property of adhesive, llc | www. adhesive.co 4
  • No surprises! -- As a leader, no one should be surprised of your views It’s not just a leader’s responsibility, you shouldValues: Be Honest periodically ask your manager: “If I told you I was leaving, how hard would you work to change my mind?” You treat people with respect by telling them how you really feel – in a healthy way It’s better to tell people what your expectations are vs. thinking they’re better off by not having candid, crucial and often difficult conversations Come from the heartConfidential | Property of adhesive, llc | www. adhesive.co 5
  • Values: Be Humble Brilliant jerks are not toleratedConfidential | Property of adhesive, llc | www. adhesive.co 6
  • Make an objective commitmentValues: Be Accountable Do what you say you’re going to do High performers make commitments and have no problem adjusting those commitments for the right reasonsConfidential | Property of adhesive, llc | www. adhesive.co 7
  • This is not a culture of excessValues: Be Frugal Treat company resources as if you were paying for something out of your own pocketConfidential | Property of adhesive, llc | www. adhesive.co 8
  • One outstanding employee gets more doneHigh and costs less than two or three adequatePerformance employees We endeavor to only have outstanding employeesConfidential | Property of adhesive, llc | www. adhesive.co 9
  • Great pay and benefits based on the marketHighPerformance No annual raise pools It’s a good idea, not a traitorous one, to understand what other firms would pay you, and talking to peers at other companiesConfidential | Property of adhesive, llc | www. adhesive.co 10
  • How can you spot an “A” player • Self motivatingHigh • Self awarePerformance • Self improving • Acts like a leader • Picks up the trash on the floor • Isn’t afraid to make commitments • Regularly displays the company’s valuesConfidential | Property of adhesive, llc | www. adhesive.co 11
  • Three tests for an “A” PlayerHighPerformance 1. What could person get elsewhere 2. What would we pay for a replacement 3. What would we pay to keep that person if they had a bigger offer elsewhereConfidential | Property of adhesive, llc | www. adhesive.co 12
  • The “Keeper Test” - Which of my people if they wereHigh leaving for a similar job would I fight hard to keep?Performance The other people should get a severance package now so we can open a slot to try and find a star for that roleConfidential | Property of adhesive, llc | www. adhesive.co 13
  • Our culture isn’t right for everyoneHigh Some people value job security and stability overPerformance high-performance We need to strive in only attracting “A” players and helping the latter realize this isn’t right for themConfidential | Property of adhesive, llc | www. adhesive.co 14
  • High performance people thrive on freedom and are worthy of itFreedom andResponsibility Big boys and girls program They’re mindful of their co-workers and how their actions impact their teammates’ ability to do their jobConfidential | Property of adhesive, llc | www. adhesive.co 15
  • Vacation time is not trackedFreedom and You work where you want – it’s what’s best for you and your co-workersResponsibility Individuals who abuse this privilege are not “A” players There are exceptions – example: operational roles that require coverage during specific hours at the officeConfidential | Property of adhesive, llc | www. adhesive.co 16
  • 2.) Make a 3.) Adjust the commitment Commitment for the right reasonsAgreementLoop 1.) Ask for a 4.) Meet the Commitment commitmentConfidential | Property of adhesive, llc | www. adhesive.co 17
  • Excessive use of rules to mitigate manageable mistakes can kill company moraleMinimizeRules High-performers are aware of consequences to their actions and will use proper judgment Consistently setting and managing expectations should not be confused with the over use of rules and processConfidential | Property of adhesive, llc | www. adhesive.co 18
  • Some rules are necessaryMinimizeRules Prevention of disasters Financial oversight, loss of data, legal issues Moral, ethical issues – dishonesty and harassmentConfidential | Property of adhesive, llc | www. adhesive.co 19
  • F-upMinimizeRules Fess-up Fast and fastidiouslyConfidential | Property of adhesive, llc | www. adhesive.co 20
  • Job has to be big enough We might have an incredible manager of something, but we don’t need a director of it because job isn’t big enoughPromotions If the incredible manager left, we would replace with a manager not aand directorDevelopment Person has to be a superstar in current role If a manager would promote to prevent an employee from leaving, the manager should promote now instead of waitingConfidential | Property of adhesive, llc | www. adhesive.co 21
  • We develop people by giving them the opportunity to develop themselves, by surrounding them with great colleagues andPromotions giving them big challenges to work onand Mediocre colleagues or unchallenging work is what killsDevelopment progress of a person’s skills Formalized development is rarely effective and we don’t try to do it Mentor assignment, rotation, career path, etcConfidential | Property of adhesive, llc | www. adhesive.co 22
  • High performance people are generally self- improving through experience, observation,Promotions introspection, reading and discussionandDevelopment As long as they have stunning colleagues and big challenges to work on We want people to manage their own career growth, and not rely on a corporation for “planning” their careersConfidential | Property of adhesive, llc | www. adhesive.co 23
  • “If you want to build a ship, don’t drum up theContext not people to gather wood, divide the work andControl give orders. Instead, teach them to yearn for the vast and endless sea.” - Antoine De Saint-ExuperyConfidential | Property of adhesive, llc | www. adhesive.co 24
  • Investing in context Frequent communication about strategy, expected results and timelinesContext notControl Who is THE accountable individual for a given task/goal Who are the stakeholders What does success look like – OBJECTIVELY Clearly defined roles METRICSConfidential | Property of adhesive, llc | www. adhesive.co 25
  • What does control look like CommitteesContext notControl Planning and process valued more than results Constant management approval Top-down decision making Can be important when someone is still learning Is prevalent when you have the wrong person in a roleConfidential | Property of adhesive, llc | www. adhesive.co 26