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Culture Shock

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  • 27. brand

Editor's Notes

  1. > why does work get in the way of what we enjoy doing? does it have to? are the mutually exclusive?
  2. > I think we spend too much time at work to not enjoy working.Too many people aren't fulfilled by what they do. >What would happen if the people in your organization were really truly passionate about what they did? 
  3. > Can you imagine the benefit to your organization or even more important to their lives? 
  4. > Culture is the way to make this happen. 
  5. Look up the def of culture
  6. If business is just a decision making machine, then culture is the guide by which employees make the choices that determine if you're hurtling toward success or perpetually playing catch up. 
  7. >Goal of building an effective culture? You're creating a community that creates value.
  8. THE RELATIONSHIP OF BRAND AND CULTURE
  9.           an effective culture and the decisions that emerge from it comprise the internal brand
  10.        [CULTURE -informs-> DECISIONS]          and those decisions influence your reputation in the market          [-informs-> REPUTATION]          which makes a promise          [-implies->PROMISE]          whichthenshouldbedelivered on by the culture          [-is delivered by-> ]
  11.        [CULTURE -informs-> DECISIONS]          and those decisions influence your reputation in the market          [-informs-> REPUTATION]          which makes a promise          [-implies->PROMISE]          whichthenshouldbedelivered on by the culture          [-is delivered by-> ]
  12.        [CULTURE -informs-> DECISIONS]          and those decisions influence your reputation in the market          [-informs-> REPUTATION]          which makes a promise          [-implies->PROMISE]          whichthenshouldbedelivered on by the culture          [-is delivered by-> ]
  13.        [CULTURE -informs-> DECISIONS]          and those decisions influence your reputation in the market          [-informs-> REPUTATION]          which makes a promise          [-implies->PROMISE]          whichthenshouldbedelivered on by the culture          [-is delivered by-> ]
  14. For a company: create value
  15. if it's compelling and aligns with that persons values then they are: attracted, motivated, and fulfilled
  16. if it's compelling and aligns with that persons values then they are: attracted, motivated, and fulfilled
  17. if it's compelling and aligns with that persons values then they are: attracted, motivated, and fulfilled
  18. if it's compelling and aligns with that persons values then they are: attracted, motivated, and fulfilled
  19. Values help you understand how you should be. It's the map behind behavior, decisions.
  20. TurboTaxQuicken
  21. Own the outcomePursue growth and learning
  22.      -because its about people and their habits
  23.      -solt'n: you have to set up an ecosystem that attracts and find the right people and then consistantly demonstrates and reinforces the behaviors you want
  24.      -solt'n: you have to set up an ecosystem that attracts and find the right people and then consistently demonstrates and reinforces the behaviors you want
  25. What does that look like?1 Recruit to find the best people for your people  2Train to get everyone on board
  26.                     recruit (employee questionaire / tied to co core values)                    train    (align then reinforce)                          evaluate  
  27. Zappos is a great example, but A CEO that built the org from the ground up on values might be an exception to the rule. 
  28. For example, let's take the completely likely scenario that the CEO has decided that innovation is a core value. (it's not, but it is something she wants) how do you create a culture that innovates?
  29. around for 30-yrs then decided to innovate. wasn't part of the culture.traditional lever was to make it easier. but now everyone was easy so no differentiation
  30. leveraging NPS as indicator of customers (and were decliining) in spite of ease improvementsso what did they need to do to thinkreally differentlyKarin, Scott, Alex trying to figure out how to do this better.who is innovating, what's coming out of it? looking around: talk to d.school and p&g (scott cook on their board)
  31. oh look, design thinking. do we have ppl who can do that?  
  32. The 3 things you have to have for culture to change
  33. 1. commit to culture change      executive engagement and understanding      uncover and articulate purpose in a clear and compelling way
  34. 2. define your values     define values of organization through identification and incentivization
  35. 3. develop an ecosystem of programs that demonstrate, inspire and reward value-based behavior      connect your values to everything your organization does
  36. And that’s why your people are your greatest business advantage.