Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
O nosso Culture Code representa tudo o que acreditamos na nossa empresa: nosso propósito, visão, missão e os valores. São o conjunto de crenças que usamos como guias no nosso dia a dia para nos ajudar a alcançar nossos objetivos trabalhando em equipe.
É um documento público, criado não só para nós Toros, mas também para pessoas de fora que querem entender melhor como é trabalhar aqui e como enxergamos ser a "alma" da nossa empresa.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
Our core behaviors
Most companies have core values. Few companies have cultures that reflect them. That’s why Patreon has core behaviors — things you can do to ensure a thriving workplace for you and your teammates.
Our core behaviors were crafted by our first two dozen employees. To this day, we use them as our guiding light toward maintaining the culture we’ve built and love.
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
O nosso Culture Code representa tudo o que acreditamos na nossa empresa: nosso propósito, visão, missão e os valores. São o conjunto de crenças que usamos como guias no nosso dia a dia para nos ajudar a alcançar nossos objetivos trabalhando em equipe.
É um documento público, criado não só para nós Toros, mas também para pessoas de fora que querem entender melhor como é trabalhar aqui e como enxergamos ser a "alma" da nossa empresa.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
Our core behaviors
Most companies have core values. Few companies have cultures that reflect them. That’s why Patreon has core behaviors — things you can do to ensure a thriving workplace for you and your teammates.
Our core behaviors were crafted by our first two dozen employees. To this day, we use them as our guiding light toward maintaining the culture we’ve built and love.
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
Better work, better world is The Predictive Index's mission. To achieve this, we have built an intentional culture that every person at PI embodies. This is what makes PI a place people want to be, and a place named to 3 different best places to work lists (Glassdoor, Inc., Boston Business Journals).
Here is our culture code. We hope you'll be inspired to build strong company culture in your organization.
Come visit us at www.predictiveindex.com.
Advantage Group International Culture ManifestoCristina321121
Great corporate cultures aren’t created by accident—they require intention and commitment. Our new Culture Manifesto is designed to unite our global business behind our common purpose, while honouring our shared values and goals. Learn more about what it is—and how it works—here.
Mapowanie wartości na proces rekrutacyjny (Values Poker)Project: People
"Mamy już wartości, ale nie wiemy jak je przełożyć na rekrutację - kolejny warsztat Values Poker dedykujemy wszystkim tym, którzy borykają się z urealnieniem zdefiniowanych wartości." - mówiła Beata
Warsztat byłrozwinięciem i pogłębieniem listopadowego warsztatu “Rekrutacja w oparciu o wartości”.
Warsztat skierowany był przede wszystkim do osób odpowiedzialnych za rekrutację:
- Członków zespołów HR
- Dyrektorów HR
- HR Business Partnerów
- Rekruterów
W trakcie warsztatu:
- poznaliśmy sposoby na to, by ogłoszenie rekrutacyjne pokazywało wartości organizacji,
- dowiedzieliśmy się, jak przekazać je kandydatowi podczas rozmowy rekrutacyjnej, a także jak sprawdzić na ile podziela wartości organizacji.
Podczas warsztatu pracowaliśmy w oparciu o metodę Design Studio. Stworzyliśmy również employee journey map, które będzie obrazować wartości organizacji.
Warsztat poprowadziła Beata Mosór-Szyszka, współwłaścicielka i CEO Project: People. Beata ma ponad 10 letnie doświadczenie w zarządzaniu zespołami o różnej wielkości od kilku do kilkudziesięciu osób.
Firma Project: People słynie z niestandardowych, leanowych metod pracy i zarządzania. Beata jest również autorką zestawu kart wartości - Values Poker - karty wartości dla coachów, trenerów, psychologów, liderów a także mentorem Google.
At Modern Message our values are not about words, they’re about actions.
They represent how we see the world, the qualities that we look for in candidates, in promoting our own employees, etc…
Affiliate Huddle 2019 Tips: What got you here, won’t get you there Acceleration Partners
Helen Southgate, EMEA Managing Director of Acceleration Partners discusses why brands need to adjust their affiliate marketing programmes as the digital landscape changes.
Helen Southgate, EMEA Managing Director, Acceleration Partners discusses:
– Is the Affiliate Model right for Influencer Marketing?
– Which influencers do you choose dependent on the size of the brand?
– There is a lack of research and a lack of shared opinion – Is influencer marketing affiliate marketing?
– How does the industry talk to influencers?
For too long, there’s been a colossal misalignment of incentives in business and in marketing. Performance Partnerships can scale up your business in a way that ensures you’re only paying for outcomes, not inputs.
Marriage of Content + SEO: Tips for Keeping the Relationship StrongAcceleration Partners
When content and SEO fell in love, it was a match made in marketing heaven. But as any long-term relationship can attest, it can be challenging to keep things fresh, relevant and interesting.
Merove Heifetz, Director of SEO & Strategy at Acceleration Partners and Brittni Kinney, Client Engagement Specialist at Influence & Co., will discuss some external factors impacting this relationship (and potentially leading it astray) and share ideas for how digital marketers can help ensure a union that’s successful and in sync for years to come.
In this webinar you will learn:
- Tips for reinvigorating your content so that it attracts and engages your audience
- Hot SEO techniques marketers are leveraging to share their content and make it irresistible to search engines
- Things to avoid in your SEO + content relationship so that it doesn’t turn toxic
The next Google update, Penguin, has been a hot topic for search marketers and there has been much anticipation of its launch. Google recently announced that Penguin will launch “as soon as it’s ready,” but remains vague on the specific timing. So what does that mean for marketers and what should they do now?
Merove Heifetz, Associate Director of SEO & Digital Strategy and Bonnie Herman, Senior Account Manager of SEO & Digital Strategy will discuss what the Penguin update may entail, how to prepare your site and why it’s so important.
In this webinar you will learn:
• What you need to know about the upcoming Penguin update
• What necessary steps to take to prepare your website for Penguin
• How to identify if your site has been negatively impacted
• How to manage the negative impacts on your website
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
1. “THE AP WAY”
OUR CULTURE, VALUES & BELIEFS
www.accelerationpartners.com
2. Our world-class company culture has become a competitive
advantage that others have not been able to duplicate. Our
employees are team players, intellectually curious, resilient,
innovative, strategic and results-driven. And people have noticed!
We have been recognized as a best workplace for Women,
Flexibility and Advertising & Marketing by Great Place to Work®
and Fortune.
We are true to our core values and enable our employees to engage
in challenging and rewarding work while achieving personal and
professional goals. We believe that engaged, happy employees are
the foundation of a successful and sustainable growth business.
Our team members live our core values each and every day; love
what they do and who they do it with; and work with an energy and
passion that is contagious. AP-ers are excited to work with other
motivated and talented teammates and stretch their limits.
We define A-players on our team as people who live our core
values, are in the “right seat” at the right time, enjoy doing
what they do and are the best at it. We all appreciate that if
someone is not a value fit or cannot find the right seat, we must
act respectfully to help the employee find a better opportunity
elsewhere.
We continue to offer significant flexibility and the ability to work
from home We have core geographic hubs in Boston, New York,
Chicago, and San Francisco which provide the opportunity to
collaborate and socialize locally with colleagues. Our workspaces
are filled with our core values, cheers, client feedback,
achievements and our favorite quotes.
Our annual AP Summits, where
we bring all of our team members
together for 3-4 days of learning,
socializing and teambuilding
activities are the cornerstone
of our culture. Everyone looks
forward to them and shares
stories about their favorite
activity or speaker from a past
year. New employees are eager
to attend and meet the entire
company for the first time.
There is also a lot of excitement at AP Summits for the annual
Core Value awards, where the leadership team shares all of the
heartfelt nominations from fellow team members.
Service and giving back to our local communities is important
to everyone at Acceleration Partners. We are known for being
generous with our knowledge, resources and time for causes
that our employees are
passionate about and a
member of our culture team
oversees our commitment
to giving back. We love
seeing pictures of our
teams volunteering locally
and using their volunteer
PTO for causes that are
meaningful to them.
Acceleration Partners is a sought-after thought leader on topics
related to company culture, leadership and growth. Our team
members are regularly asked to speak and contribute on these
topics and we love to spread the wealth.
OUR CULTURE & TEAM
3. OWN IT
We step up to the opportunities in front of us, bet on our own abilities and
rise to the occasion.
“Owning it” means being proactive and taking accountability for outcomes,
even when variables are beyond our control and ambiguity is present. We are
confident and accountable in everything we do and are comfortable holding
our teammates accountable as well.
EMBRACE RELATIONSHIPS
Relationships advance our personal and professional lives, contributing
greatly to our successes.
We focus on long-term outcomes, meaningful relationships and genuine
connections with our clients, teammates and partners. We believe that
competence and character are fundamental to relationships built on trust and
that quality relationships allow us to achieve more.
EXCEL & IMPROVE
We believe that excellence and continuous improvement are inextricably
intertwined.
Excellence is a habit created through practice, discipline, and a holistic
commitment to quality in all aspects of our lives. We embrace continuous
improvement, a love for learning and pushing outside of our comfort zones.
We are self-aware and strive to get better in everything that we do.
CORE VALUES
OUR VISION
Drive the digital marketing
industry to be performance-
based and change the work-
life paradigm.
OUR MISSION
To lead the performance
marketing industry through
innovation, respect for the
brand, exceptional client
service and superior results.
5. A BIAS TOWARDS
ACTION
We are proactive and believe
it’s better to play offense than
defense. We think through
scenarios and anticipate
outcomes, and move quickly and
decisively where necessary to
stay ahead of potential issues.
“A good plan violently executed
right now is far better than a
perfect plan executed next week.”
GENERAL PATTON
6. BRING
SOLUTIONS
We enjoy solving problems
and figuring things out. When
presented with a challenge, we
always suggest possible solutions
and ask clarifying questions to
make sure we are solving the real
underlying issue.
“Don’t find fault, find a remedy.
Anybody can complain.”
HENRY FORD
7. WORK SMARTER
Excellence is about knowing
what to do and what not to do,
and finding the 80/20. We are
measured by our results and our
outcomes (our performance),
not our inputs or time. Urgent
and important are not always the
same and we strive to know the
difference and remain focused on
outcomes.
“There is nothing quite so useless
as doing with great efficiency
something that should not be done
at all.”
PETER DRUCKER
8. BE PRESENT
We seek meaningful,
uninterrupted, “all in”
experiences at each end of the
work/life spectrum. We offer
the freedom and autonomy to
manage our time to both achieve
results for our clients and attain
personal goals. We are self-aware
if we need to recharge or take a
step back to be able to give our
best rather than compromise
performance at work or home.
“Be where you are; otherwise you
will miss your life.”
BUDDHA
9. ENCOURAGE
AUTONOMY,
TRUST &
TRANSPARENCY
Our work environment requires
trust and autonomous decision
making. We trust everyone to
act in the best interest of our
stakeholders and do the right
thing when no one is watching.
We share both the good and the
bad, so that our team members
can make better decisions and
understand what is going on
around them and why.
“Truth never damages a cause that
is just.”
MAHATMA GANDHI
10. BE A GENUINE
PARTNER
(NO JERKS)
We form genuine partnerships
with our teammates, partners and
clients that are based on trust
and goodwill. Communicating
proactively, showing gratitude
and appreciation, and being
authentic are part of our day-
to-day interactions. However
brilliant, we don’t tolerate jerks
on our team, nor will we work
with them as a client or partner.
“People won’t remember what you
said, they won’t remember what
you did, they will remember how
you made them feel.”
MAYA ANGELOU
11. HAVE A GROWTH
MINDSET
We embrace both the belief that
we can always be learning and
increasing our intelligence and
capacity, as well as Kaizen, the
Japanese concept of continuous
improvement. This combination
ensures that we are always
moving forward and growing.
“If you are not getting better, you
are getting worse.”
VINCE LOMBARDI
12. BE FANATICAL
ABOUT
FEEDBACK
Feedback is essential to growth
and improvement. We value
giving and accepting direct,
honest and timely feedback in a
way that’s thoughtful, productive
and solution-oriented. It’s not
about the quantity of feedback,
it’s about the right feedback at
the right time.
“There is only one way to avoid
criticism: do nothing, say nothing,
and be nothing.”
ARISTOTLE
13. ENJOY
COMPETING
Compete comes from the Latin
root meaning “strive together”
and is a foundation of excellence.
As a market leader, we compete
for clients, partners and talent
on a regular basis. We enjoy the
challenge of healthy competition
and believe it helps us each reach
our best and full potential.
“You are not in competition with
anybody except yourself; plan to
outdo your past not other people.”
JAACHYNMA N.E. AGU
14. KEEP MOVING
FORWARD
We avoid the roller-coaster ride
of highs and lows. We celebrate
our wins, remain humble and
move on to the next challenge.
Likewise, we reflect on our
failures, adjust, and move forward
without wondering what might
have been.
“Success is never final, failure is
never fatal. It’s courage
that counts.”
JOHN WOODEN
15. BE RESILIENT
We have a fierce resolve in
everything we do, demonstrating
determination, resilience and
tenacity. We use mistakes and
problems as opportunities to get
better, not to quit. We believe in
no whining and no excuses.
“I am convinced that life is 10%
what happens to me and 90% how
I react to it.”
CHARLES R. SWINDOLL
16. BRING PURPOSE
Every day in our work, there are
opportunities to bring purpose.
We ask how what we do connects
to other people in an important
way, and think about small but
meaningful ways we can change
our work to enhance connection
to our values.
“The purpose of life is to contribute
in some way to making things
better.”
ROBERT F. KENNEDY