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Culture of GAS at Next Jump

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How to create a culture of GAS - lessons learned in creating a culture where employees feel valued and Give a Shit (GAS). Presented at Next Jump Leadership Academy on June 7, 2017 to PACE attendees

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Culture of GAS at Next Jump

  1. 1. Culture of GAS Lessons learned in creating a culture where employees feel valued and Give A Shit (GAS) John Hilliard NxJer since 2008 Coach: Recognition Eric Lee NxJer since 2010 Coach: Team Boston FitNut
  2. 2. 2 Building GAS – we invest our energy into… 1) FOOD (+ other strategic perks) HEALTHY & DELICIOUS IS HARD 2) COMMUNITY A LOT OF DOING THINGS TOGETHER 3) RECOGNITION SERVANT LEADERSHIP
  3. 3. 3 Investing in strategic perks Key Programs • Health and Wellness • On-site gym, fitness classes, Yoga Nidra • Healthy Food • Life Events • Birthdays, anniversaries, marriages • Saving time (laundry) • Coaching (additional investments) • personal fitness sessions • Leadership coaching sessions Be deliberate with where you invest – what really matters to your employees?
  4. 4. 4 How we invest in Food • Breakfast every day • Healthy snacks • Fitness lunches • Dinner every night
  5. 5. 5 Why Food is important to me University (7 years ago) NxJ after 2 years NxJ today
  6. 6. 6 Food is low risk way to grow leaders
  7. 7. 7 Investing in our community Key Programs • Adopt a Public School • CEO Happy Hour • American Heart Association 5k • Annual Dance Battle It doesn’t matter if you’re a new hire or the CEO. The entire company does it together.
  8. 8. 8 Annual Dance Battle – bonding through suffering
  9. 9. 9 1) Food is the fastest way to impact morale.. You can feel it almost instantly. If the food is good = morale is high. If the food is bad = morale goes down. Also, food is a huge responsibility, watching expiration dates, cleanliness, etc. [HEALTH.. higher GAS] 2) The number one thing that people remember from the deployment is not the hard work/suffering but instead the comradery and bonding that everyone invested in everyone else’s success and growth. Lessons from the NAVY
  10. 10. 10 Recognition: Building a culture of GAS
  11. 11. 11 President’s Award: Where we came from The President’s Award: AKA “BOS” Award: Setting New Standards How it worked: - Leadership team would pick - Awarded during company staff meeting - Monetary award
  12. 12. 12 Avengers : Our Highest Honor Today “At Next Jump, we aspire to build a company that makes our Fathers and our Mother’s Proud. The Avengers award is our award that celebrates our mothers.” – Charlie Kim alone we can do good, together we can do great How it works: - Company picks - Awarded after CEO talk with Family.. Awarded by peers (speeches) - Vacation experience with family
  13. 13. 13 Recognition: Lessons Learned RIGHT BEHAVIORSWRONG BEHAVIORS CROWD SOURCE STANDING OVATIONMGT PICKS RECOGNIZE 1, PISS OFF ALL LINEMEN WHO HELPED YOU SUCCEED? CONSISTENCY RITUALS, BEHAVIORS, AND STORIES QUARTERBACKS ALREADY COMPENSATED AT TOP INTENSITY ONLY 1X EVENTS
  14. 14. 14 Quarterbacks vs Lineman Wrong people, wrong behaviors incented Who scored the most? vs. Who helped you the most? Culture of GAS is reinforced when everyone doesn’t try to be QB
  15. 15. 15 Changing Behavior : rituals vs willpower ISIS NOT INTENSITY CONSISTENCYINTENSITY CONSISTENCY NUTRITION 3-DAY LIQUID DIET EXERCISE 2-HOUR RUN NUTRITION EAT BREAKFAST DAILY EXERCISE 20 MIN 2X/WEEK
  16. 16. 16 What behaviors do you choose to recognize? Consistent Intense
  17. 17. 17 Servant Leadership : Coronitas (weekly)  Informal end of week  Peers show gratitude with a Coronita  Share stories of the week  Gratitude  Going above and beyond  Investment in loss
  18. 18. 18 TOP10 Recognition: “How has Bhargav helped you succeed?”
  19. 19. 19 Little ideas on ways to maximize impact • Sharing Stories Publicly • President vs Avengers • CEO Quickfire (servant-leaders are great participants) • CEO Spotlight
  20. 20. 20 AVENGERS SLIDE / SUMMARY
  21. 21. 21 Crowd Sourced : Example Avengers • 150 Nominations • 50 Nominators • 50+ Interviews
  22. 22. 22 Avengers Award
  23. 23. 23 Recognition Key Takeaways CROWD SOURCED POWER OF PEER RECOGNITION   LINEBACKERS VS QUARTERBACKS WHO HELPED YOU SUCCEED? POWER OF STORIES CREATES EMOTIONAL CONNECTION CREATE SYSTEM OF DESIRED BEHAVIOR CONSISTENCY VS INTENSITY  

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