Inc. 5000: Building a Culture for Profit and Purpose

20. DH Culture Sustainability Assessment dhworld.me/culture-assess Your culture is comprised of 5 main categories: 1. Purpose 2. Values 3. Happiness 4. Personal Engagement 5. Organization’s System Sample Results

21. Your Current Culture as a Car

22. Let’s CONNECT! How would you describe your current culture?

23. Your Ideal Culture as an Animal

24. Let’s CONNECT! What’s your culture vision?

25. Our gift to you! DH Culture Sustainability Assessment & Coach Analysis For Your Company

26. Shereen@Deliveringappiness.com Kelsey@DeliveringHappiness.com JOIN THE MOVEMENT! DELIVERINGHAPPINESS.COM YOU’RE INVITED… Culture Builder Bootcamp! Dec. 9-11 in San Francisco, CA

27. ASK YOURSELF AGAIN…

28. THANK YOU!! culture@deliveringhappiness.com JOIN THE MOVEMENT! DELIVERINGHAPPINESS.COM

Editor's Notes

JENN companies – happiness DELIVERED - through coaching & consulting & tools, for SUSTAINABLE culture change, using happiness as a business model Worked with 250 co’s in 30 countries since launched 2010 These are some of the co’s… And we’ve seen results like these… ---- Aug 2011 DH the company born to help co’s achieve passion profits & purpose (We say DHW anniversary is jan 2012 though)
JENN companies – happiness DELIVERED - through coaching & consulting & tools, for SUSTAINABLE culture change, using happiness as a business model Worked with 250 co’s in 30 countries since launched 2010 These are some of the co’s… And we’ve seen results like these… ---- Aug 2011 DH the company born to help co’s achieve passion profits & purpose (We say DHW anniversary is jan 2012 though)
JENN To us boils down to really a very simple formula.. Just as tony was seeing, science also showing, IT’S ALL ABOUT HAPPINESS not only in life, also in business This is the foundation of the idea of happiness as a business model
JENN To us boils down to really a very simple formula.. Just as tony was seeing, science also showing, IT’S ALL ABOUT HAPPINESS not only in life, also in business This is the foundation of the idea of happiness as a business model
Does anyone know this guy? 72% unhappy. Either disengaged, working below potential, or actively sabatoging 1 in 7. Is it you? Is it person next to you? Your boss?
JENN companies – happiness DELIVERED - through coaching & consulting & tools, for SUSTAINABLE culture change, using happiness as a business model Worked with 250 co’s in 30 countries since launched 2010 These are some of the co’s… And we’ve seen results like these… ---- Aug 2011 DH the company born to help co’s achieve passion profits & purpose (We say DHW anniversary is jan 2012 though)
KELS So far we’ve been looking at the case for happiness and the impact it has on the bottom line. Now, let’s look at some of the elements of the science behind it. How many read the Delivering Happiness book? In it, there were 3 happiness frameworks: FRAMEWORK 1 – 4 key elements that impact happiness at work Control Progress Connectedness Purpose In fact, according to self-determination theory, one of psychology’s best theories of human motivation… connectedness, progress, and control are all fundamental psychological needs that need to be satisfied in order for us to be engaged at work and perform at our maximum potential. In order for these three needs to be satisfied, it’s a good idea to start with a clear vision/meaning for each individual in the organization… eventually leading to vision/meaning for the organization as a whole. Based on this shared vision/meaning, specific happiness-boosting behaviors can be done that help fulfill these needs. Source: http://www.selfdeterminationtheory.org/
KELS So far we’ve been looking at the case for happiness and the impact it has on the bottom line. Now, let’s look at some of the elements of the science behind it. How many read the Delivering Happiness book? In it, there were 3 happiness frameworks: FRAMEWORK 1 – 4 key elements that impact happiness at work Control Progress Connectedness Purpose In fact, according to self-determination theory, one of psychology’s best theories of human motivation… connectedness, progress, and control are all fundamental psychological needs that need to be satisfied in order for us to be engaged at work and perform at our maximum potential. In order for these three needs to be satisfied, it’s a good idea to start with a clear vision/meaning for each individual in the organization… eventually leading to vision/meaning for the organization as a whole. Based on this shared vision/meaning, specific happiness-boosting behaviors can be done that help fulfill these needs. Source: http://www.selfdeterminationtheory.org/
Happiness is really just about these four things Employees thrive when they feel a sense of control: Autonomy, trust High communication teams always feel a sense of progress, continuous feedback Connectedness – breadth and depth of relationships; level of connectedness people feel with a team or a customer is at the core of all strong business results – CLT at Zappos 1800number everywhere Vision | Meaning - People want to feel like they’re a part of something greater than themselves To learn about these frameworks and more, email us and we’ll be happy to send the last chapter of the book
SHE A FOUNDATION Of WELL DEFINED VALUES
Our DH model for a sustainable culture is… • Starting with a foundation - strong values that your team/talent/employees truly live by day to day • Being guided by metrics and science to maximize individual + team productivity • Having a higher purpose that your employees + customers + the world (our Me/We/Community model) are inspired by
The The Ripple of Impact When you start with the individual living the values, behaviors This is how you live and cascade your framework out ------- Happiness framework from self determination theory, adapted to work and updated vocab to modern day
You build and define it your sustainable culture model And you live it and cascade it through commitment in at the indiividual, team and community level For example, you heard about Tony’s person values being aligned with the company values, extend that out to your customers and community
SHE I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
SHE I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
SHE Here is an example of a Higher Purpose statement, A well-defined Core Value and some co-wide Behavioral Expectations that are then further detailed into behaviors by role/responsibility
Take all the key learnings from science and best practices of co’s like zappos put it in simple model to see WHAT do you need to build a successful and sustainable culture of happiness [ingredients of happiness as a business model – these elements, built into your culture, lived, in your systems]
KELS
Take all the key learnings from science and best practices of co’s like zappos put it in simple model to see WHAT do you need to build a successful and sustainable culture of happiness [ingredients of happiness as a business model – these elements, built into your culture, lived, in your systems]
Take all the key learnings from science and best practices of co’s like zappos put it in simple model to see WHAT do you need to build a successful and sustainable culture of happiness [ingredients of happiness as a business model – these elements, built into your culture, lived, in your systems]
Take all the key learnings from science and best practices of co’s like zappos put it in simple model to see WHAT do you need to build a successful and sustainable culture of happiness [ingredients of happiness as a business model – these elements, built into your culture, lived, in your systems]
KELS So far we’ve been looking at the case for happiness and the impact it has on the bottom line. Now, let’s look at some of the elements of the science behind it. How many read the Delivering Happiness book? In it, there were 3 happiness frameworks: FRAMEWORK 1 – 4 key elements that impact happiness at work Control Progress Connectedness Purpose In fact, according to self-determination theory, one of psychology’s best theories of human motivation… connectedness, progress, and control are all fundamental psychological needs that need to be satisfied in order for us to be engaged at work and perform at our maximum potential. In order for these three needs to be satisfied, it’s a good idea to start with a clear vision/meaning for each individual in the organization… eventually leading to vision/meaning for the organization as a whole. Based on this shared vision/meaning, specific happiness-boosting behaviors can be done that help fulfill these needs. Source: http://www.selfdeterminationtheory.org/
Take all the key learnings from science and best practices of co’s like zappos put it in simple model to see WHAT do you need to build a successful and sustainable culture of happiness [ingredients of happiness as a business model – these elements, built into your culture, lived, in your systems]
KELS So far we’ve been looking at the case for happiness and the impact it has on the bottom line. Now, let’s look at some of the elements of the science behind it. How many read the Delivering Happiness book? In it, there were 3 happiness frameworks: FRAMEWORK 1 – 4 key elements that impact happiness at work Control Progress Connectedness Purpose In fact, according to self-determination theory, one of psychology’s best theories of human motivation… connectedness, progress, and control are all fundamental psychological needs that need to be satisfied in order for us to be engaged at work and perform at our maximum potential. In order for these three needs to be satisfied, it’s a good idea to start with a clear vision/meaning for each individual in the organization… eventually leading to vision/meaning for the organization as a whole. Based on this shared vision/meaning, specific happiness-boosting behaviors can be done that help fulfill these needs. Source: http://www.selfdeterminationtheory.org/
I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
While we have 5 extra minutes, we’d like to get your feedback while it’s fresh
KELS
To us boils down to really a very simple formula.. Just as tony was seeing, science also showing, IT’S ALL ABOUT HAPPINESS not only in life, also in business This is the foundation of the idea of happiness as a business model

Inc. 5000: Building a Culture for Profit and Purpose

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Editor's Notes