This document outlines the mission, culture and values of Lifestyle Publications. The mission is to glorify God by faithfully stewarding the company and engaging families, inspiring communities and connecting local businesses. The culture emphasizes passion for the mission, inspired creativity, limitless potential, and blazing their own trail. Core values include teamwork, humility, accountability, continuous improvement, and thinking like owners. Success and rewards are based on results rather than titles.
Patricia runs a successful web development consulting business that allows her to travel the world while working with select clients. She works with 6 premium clients each year and teaches web development courses online. Patricia takes a vacation every month, spending time with her boyfriend and cat in Sweden or traveling elsewhere. She maintains a healthy lifestyle while traveling and leads retreats for people with adrenal fatigue. Patricia's business success has enabled her to purchase properties in multiple locations around the world. She envisions continuing her mobile lifestyle of freedom indefinitely.
Sexiest Woman in the World- Jacqueline Fernandeztcgmedia
Nothing about her remains classified now, as we archive our conversations of intuition and femininity with the lady herself. Ladies and gentleman put your hands together for the woman who just made history, Jacqueline Fernandez... www.fhmindia.com
Quintain Marketing is an inbound marketing agency that helps small and medium businesses grow through online lead generation and sales. The document outlines Quintain's culture code, which consists of 8 principles that define their culture and make them effective. The principles emphasize putting clients first, taking ownership, collaboration, learning, transparency, and a results-oriented work ethic.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Patricia runs a successful web development consulting business that allows her to travel the world while working with select clients. She works with 6 premium clients each year and teaches web development courses online. Patricia takes a vacation every month, spending time with her boyfriend and cat in Sweden or traveling elsewhere. She maintains a healthy lifestyle while traveling and leads retreats for people with adrenal fatigue. Patricia's business success has enabled her to purchase properties in multiple locations around the world. She envisions continuing her mobile lifestyle of freedom indefinitely.
Sexiest Woman in the World- Jacqueline Fernandeztcgmedia
Nothing about her remains classified now, as we archive our conversations of intuition and femininity with the lady herself. Ladies and gentleman put your hands together for the woman who just made history, Jacqueline Fernandez... www.fhmindia.com
Quintain Marketing is an inbound marketing agency that helps small and medium businesses grow through online lead generation and sales. The document outlines Quintain's culture code, which consists of 8 principles that define their culture and make them effective. The principles emphasize putting clients first, taking ownership, collaboration, learning, transparency, and a results-oriented work ethic.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
The document discusses how companies can prioritize happiness as a business model by focusing on culture and customer service. It describes how Zappos achieved success by making culture the top priority through practices like hiring for culture fit and transparency. The presentation encourages applying these lessons by committing to core values, building relationships and vision, and hiring the right team who shares those values.
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
Here's a presentation to motivate copywriters, art directors, visualizers, film makers; everyone in the creative profession to keep at it. Some interesting perspectives here. At Ethinos, we were glad we had this session!
No Boundaries: internal Quicken Loans employee 'unofficial' handbookKathy Fawcett
In a 2004 email, Dan Gilbert called No Boundaries "phenomenal" and so it was delivered to every employee as a motivational guide to thriving in the Quicken Loans culture. As a then on-site contractor, copywriter Kathy Fawcett pulled copy points from interviews of key Quicken Loans stakeholders and observations of corporate culture.
This document discusses company culture at HubSpot. Some key points:
1) HubSpot believes culture is important for attracting talent and focuses on creating a culture employees love. They aim to be radically transparent, give autonomy, and focus on delighting customers over competitors.
2) HubSpot operates with a guiding goal of delighting customers. All decisions are evaluated based on how they support this goal. They also balance a focus on mission and metrics.
3) Employees are given significant autonomy and trusted to use good judgment. Policies emphasize flexibility and transparency over rigid rules. Results are prioritized over hours worked or location.
The document discusses creating a culture of happiness in the workplace. It describes how Zappos prioritized culture and customer service to become successful. It advocates adopting core values that align with creating meaning, purpose and happiness for both employees and customers. The author hopes to spread these ideas to inspire happiness in other companies through their books, speaking tours and online community.
The document describes the origins and culture of the company Traction. It began as the idea of one man, Greg Malpass, who started the company with a vision of working hard but playing harder. Over time, Traction grew as Malpass recruited talented people and moved to larger offices. The company culture is rooted in six core values: creating connections, pursuing opportunity, doing the right thing, seeking adventure and smiles, building community, and promoting healthy hearts and heads. Traction aims to measure success both financially and through less tangible metrics like smiles and lives changed.
Rock Content is a global company in the digital marketing space and a strong culture is the foundation of our company.
This is our Culture Code, a document where we put into words - and images - the principles that helped us become a global company with common values across all of our offices.
The document introduces the THANKs principles program to help people overcome obstacles and achieve their goals and dreams. It describes each letter in THANKs which stands for Trustworthiness, Honesty, Authenticity, Neutrality, Kindness, and Surrender. Adopting these principles can help manage thoughts, build character, and guide individuals to unprecedented success. Living by THANKs helps people rediscover their sense of possibility and experience their true power and gifts.
This document discusses how brand archetypes based on Carl Jung's archetypal theory can be used to develop compelling brand personalities. It outlines 12 common archetypes including the Magician, Outlaw, Jester, Lover, Everyman, Caregiver, Ruler, and Creator. Examples of brands aligned with different archetypes are provided. The document argues that archetypes appeal to people on a deeper level and can help brands connect emotionally with consumers.
This document summarizes Simon Sinek's book "Finding Your Why" which provides guidance on discovering your purpose or mission in life. It discusses gathering life stories from the past to identify themes that reveal your why. Key steps include finding a partner to help, sharing stories, and drafting a why statement in the format of "I do X to Y" that is simple, clear, and focused on helping others. Discovering your why helps provide meaning and direction to achieve success.
The document discusses how companies can prioritize happiness and culture to build sustainable brands. It provides examples from Zappos, highlighting how they hire for culture, invest in customer service, and create an annual culture book. The document advocates applying these lessons by committing to core values and vision, building relationships, and hiring the right team to fuel a culture of happiness.
The document discusses how companies can prioritize happiness and culture to be successful. It describes Zappos' model of making customer service and company culture top priorities through trusting employees, celebrating successes, and hiring for culture fit. The author argues that focusing on happiness as a business model can work through commitment to core values, transparency, and building relationships.
We are not just another Start-Up! We research, we design and we innovate customer centric intimacy solutions in consultation with best sexologists of the country to help you add fun, excitement and playfulness in your relationship while promoting trust and understanding. Try Honeymoon Fantasy Box today to add playful sexy scenarios to your bedroom
National Life Group is an insurance company with affiliates that focuses on building a purposeful culture. The culture puts people first, whether customers or employees, and is guided by the company's mission to keep promises, vision to provide peace of mind, and values of being helpful, respectful, and responsible. The culture promotes servant leadership, effectiveness, experimentation and learning from mistakes, and drives results through insights and data. Maintaining and improving the culture is a continuous journey with no end.
Internal Tadaweb Presentation on CultureGenna Elvin
Recently we took our team on an offsite day at the Orval abbey. It was a great opportunity for team leaders to present to the whole team, while at the same time enabling fresh air to get them thinking outside the box. This was my presentation, as one of the company Founders, to ensure the team understand their role in continuing to re-enforce our amazing culture, even as we continue to grow and scale.
The document discusses the power of positive thinking and developing a positive attitude. It argues that positive thinking improves the quality of life by changing one's feelings and outlook about oneself, others, the world, past and future. Developing love and care for others and oneself is key to positive thinking. The document provides tips for cultivating positive thinking through meditation, yoga, helping others, and consciously working to replace negative thoughts with positive ones over a period of 40 days.
This document provides guidance on establishing a consistent brand identity and tone of voice for a hostel's social media accounts. It discusses defining the hostel's vision, big idea, values, and personality. The hostel's vision is to promote education and cultural appreciation through affordable accommodation. Its big idea is to provoke collaborative sustainable tourism to positively impact individuals and society. Core values are sustainability, inclusivity, and learning. The hostel's personality is described as fresh, friendly, honest, and confident. Detailed explanations are given for how to communicate each aspect of the identity and ensure consistency across all hostel communications.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
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The document discusses how companies can prioritize happiness as a business model by focusing on culture and customer service. It describes how Zappos achieved success by making culture the top priority through practices like hiring for culture fit and transparency. The presentation encourages applying these lessons by committing to core values, building relationships and vision, and hiring the right team who shares those values.
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
Here's a presentation to motivate copywriters, art directors, visualizers, film makers; everyone in the creative profession to keep at it. Some interesting perspectives here. At Ethinos, we were glad we had this session!
No Boundaries: internal Quicken Loans employee 'unofficial' handbookKathy Fawcett
In a 2004 email, Dan Gilbert called No Boundaries "phenomenal" and so it was delivered to every employee as a motivational guide to thriving in the Quicken Loans culture. As a then on-site contractor, copywriter Kathy Fawcett pulled copy points from interviews of key Quicken Loans stakeholders and observations of corporate culture.
This document discusses company culture at HubSpot. Some key points:
1) HubSpot believes culture is important for attracting talent and focuses on creating a culture employees love. They aim to be radically transparent, give autonomy, and focus on delighting customers over competitors.
2) HubSpot operates with a guiding goal of delighting customers. All decisions are evaluated based on how they support this goal. They also balance a focus on mission and metrics.
3) Employees are given significant autonomy and trusted to use good judgment. Policies emphasize flexibility and transparency over rigid rules. Results are prioritized over hours worked or location.
The document discusses creating a culture of happiness in the workplace. It describes how Zappos prioritized culture and customer service to become successful. It advocates adopting core values that align with creating meaning, purpose and happiness for both employees and customers. The author hopes to spread these ideas to inspire happiness in other companies through their books, speaking tours and online community.
The document describes the origins and culture of the company Traction. It began as the idea of one man, Greg Malpass, who started the company with a vision of working hard but playing harder. Over time, Traction grew as Malpass recruited talented people and moved to larger offices. The company culture is rooted in six core values: creating connections, pursuing opportunity, doing the right thing, seeking adventure and smiles, building community, and promoting healthy hearts and heads. Traction aims to measure success both financially and through less tangible metrics like smiles and lives changed.
Rock Content is a global company in the digital marketing space and a strong culture is the foundation of our company.
This is our Culture Code, a document where we put into words - and images - the principles that helped us become a global company with common values across all of our offices.
The document introduces the THANKs principles program to help people overcome obstacles and achieve their goals and dreams. It describes each letter in THANKs which stands for Trustworthiness, Honesty, Authenticity, Neutrality, Kindness, and Surrender. Adopting these principles can help manage thoughts, build character, and guide individuals to unprecedented success. Living by THANKs helps people rediscover their sense of possibility and experience their true power and gifts.
This document discusses how brand archetypes based on Carl Jung's archetypal theory can be used to develop compelling brand personalities. It outlines 12 common archetypes including the Magician, Outlaw, Jester, Lover, Everyman, Caregiver, Ruler, and Creator. Examples of brands aligned with different archetypes are provided. The document argues that archetypes appeal to people on a deeper level and can help brands connect emotionally with consumers.
This document summarizes Simon Sinek's book "Finding Your Why" which provides guidance on discovering your purpose or mission in life. It discusses gathering life stories from the past to identify themes that reveal your why. Key steps include finding a partner to help, sharing stories, and drafting a why statement in the format of "I do X to Y" that is simple, clear, and focused on helping others. Discovering your why helps provide meaning and direction to achieve success.
The document discusses how companies can prioritize happiness and culture to build sustainable brands. It provides examples from Zappos, highlighting how they hire for culture, invest in customer service, and create an annual culture book. The document advocates applying these lessons by committing to core values and vision, building relationships, and hiring the right team to fuel a culture of happiness.
The document discusses how companies can prioritize happiness and culture to be successful. It describes Zappos' model of making customer service and company culture top priorities through trusting employees, celebrating successes, and hiring for culture fit. The author argues that focusing on happiness as a business model can work through commitment to core values, transparency, and building relationships.
We are not just another Start-Up! We research, we design and we innovate customer centric intimacy solutions in consultation with best sexologists of the country to help you add fun, excitement and playfulness in your relationship while promoting trust and understanding. Try Honeymoon Fantasy Box today to add playful sexy scenarios to your bedroom
National Life Group is an insurance company with affiliates that focuses on building a purposeful culture. The culture puts people first, whether customers or employees, and is guided by the company's mission to keep promises, vision to provide peace of mind, and values of being helpful, respectful, and responsible. The culture promotes servant leadership, effectiveness, experimentation and learning from mistakes, and drives results through insights and data. Maintaining and improving the culture is a continuous journey with no end.
Internal Tadaweb Presentation on CultureGenna Elvin
Recently we took our team on an offsite day at the Orval abbey. It was a great opportunity for team leaders to present to the whole team, while at the same time enabling fresh air to get them thinking outside the box. This was my presentation, as one of the company Founders, to ensure the team understand their role in continuing to re-enforce our amazing culture, even as we continue to grow and scale.
The document discusses the power of positive thinking and developing a positive attitude. It argues that positive thinking improves the quality of life by changing one's feelings and outlook about oneself, others, the world, past and future. Developing love and care for others and oneself is key to positive thinking. The document provides tips for cultivating positive thinking through meditation, yoga, helping others, and consciously working to replace negative thoughts with positive ones over a period of 40 days.
This document provides guidance on establishing a consistent brand identity and tone of voice for a hostel's social media accounts. It discusses defining the hostel's vision, big idea, values, and personality. The hostel's vision is to promote education and cultural appreciation through affordable accommodation. Its big idea is to provoke collaborative sustainable tourism to positively impact individuals and society. Core values are sustainability, inclusivity, and learning. The hostel's personality is described as fresh, friendly, honest, and confident. Detailed explanations are given for how to communicate each aspect of the identity and ensure consistency across all hostel communications.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
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Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
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To download this presentation, visit:
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IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
5. TO GLORIFY GOD BY BEING A FAITHFUL
STEWARD OF THE COMPANY THAT
WAS ENTRUSTED TO US. WE ARE
PASSIONATELY COMMITTED TO ENGAGE
FAMILIES, INSPIRE COMMUNITIES AND
CONNECT LOCAL BUSINESSES.
AT LIFESTYLE PUBLICATIONS,
THE MISSION IS...
6. EVERY ORGANIZATION KNOWS WHAT
THEY DO, BUT VERY FEW CAN SAY
THAT WHY IS THE FOUNDATION OF OUR CULTURE, AND IT
IS WHAT MAKES US PASSIONATE ABOUT OUR JOBS.
15. WE BELIEVE THERE IS
limitlesspotentialWHEN YOU BLAZE YOUR
OWN TRAIL.
16. WE BELIEVE THERE IS
limitlesspotentialWHEN YOU BLAZE YOUR
OWN TRAIL.
(likehim)
17. WE ARE CREATIVE INNOVATORS WHO SEE THE WORLD DIFFERENTLY.
SOME SEE THE WORLD AS DISCONNECTED. WE SEE A WORLD OF INSPIRED
CONNECTIONS. WE PROPEL BUSINESS AND COMMUNITY, INSPIRING PEOPLE
TO LIVE A STYLIZED LIFE IN THEIR LOCAL COMMUNITY.
56. YesPeople
WE ARE STRONG AND SEEK CLEAR AND DEFINED SOLUTIONS
THAT BENIFIT THE TEAM, NOT THE INDIVIDUAL. WE ARE GO-
GETTERS WHO GET THE JOB DONE AND WHO STRIKE THE WORDS
“I CAN’T DO IT” FROM OUR MENTAL AND VERBAL VOCABULARY.
This means doing things that are outside of our
traditional job descriptions.
57. This means doing things that are outside of our
traditional job descriptions.
WesawourCEO,Steven,takeoutthetrash...Once.
YesPeople
WE ARE STRONG AND SEEK CLEAR AND DEFINED SOLUTIONS
THAT BENIFIT THE TEAM, NOT THE INDIVIDUAL. WE ARE GO-
GETTERS WHO GET THE JOB DONE AND WHO STRIKE THE WORDS
“I CAN’T DO IT” FROM OUR MENTAL AND VERBAL VOCABULARY.
62. CUSTOMER
WITHOUT A TEAM,
WE HAVE NO
TEAM
WITHOUT A CUSTOMER,
WE HAVE NO
andsnacks...wecan'tsucceedwithoutsnacks.
63. Wolfstyle
IN NATURE THE PACK IS ALWAYS STRONGER THAN
AN INDIVIDUAL. THIS IS ALSO TRUE WHEN IT COMES
TO OUR COMPANY. WE PROTECT THE TEAM AND THE
INDIVIDUALS WHO ARE PART OF IT.
TREAT THE MEMBERS OF YOUR PACK THE WAY
YOU WOULD WISH TO BE TREATED.
72. GOSSIP IS TALKING ABOUT
SOMEONE ELSE IN A
GOSSIP IS TALKING ABOUT
SOMEONE ELSE IN A
WAY.
negativeor
unconfirmed
73. TO GOSSIP IS GOSSIP.
GOSSIP IS GOSSIP.
Listening
Repeating
GOSSIP IS TALKING ABOUT
SOMEONE ELSE IN A
WAY.
negativeor
unconfirmed
74. WE ARE A FORGIVING COMPANY AND WE
LEARN FROM OUR MISTAKES, BUT GOSSIP
IS ONE THING WE DO NOT TOLERATE.
Weshutitdown! TO GOSSIP IS GOSSIP.
GOSSIP IS GOSSIP.
Listening
Repeating
GOSSIP IS TALKING ABOUT
SOMEONE ELSE IN A
WAY.
negativeor
unconfirmed
75. Weshutitdown!(CHUCK NORRIS STYLE)
WE ARE A FORGIVING COMPANY AND WE
LEARN FROM OUR MISTAKES, BUT GOSSIP
IS ONE THING WE DO NOT TOLERATE.
Weshutitdown! TO GOSSIP IS GOSSIP.
GOSSIP IS GOSSIP.
Listening
Repeating
GOSSIP IS TALKING ABOUT
SOMEONE ELSE IN A
WAY.
negativeor
unconfirmed
76. Weshutitdown!(CHUCK NORRIS STYLE)
WE ARE A FORGIVING COMPANY AND WE
LEARN FROM OUR MISTAKES, BUT GOSSIP
IS ONE THING WE DO NOT TOLERATE.
Weshutitdown! TO GOSSIP IS GOSSIP.
GOSSIP IS GOSSIP.
Listening
Repeating
GOSSIP IS TALKING ABOUT
SOMEONE ELSE IN A
WAY.
negativeor
unconfirmed
84. WE ARE NOT INTO TITLES.
TITLES ARE NOT CREATED TO LORD
OVER PEOPLE OR BRAG ABOUT.
WE HAVE THEM SO THAT RESPONSIBILITY
AND THE CORRECT PATH FOR TYPES OF
COMMUNICATION IS CLEAR.
Humility
85. Owning
Mistakes
WE LEARN FROM AND FIX OUR
MISTAKES SO THAT WE CAN GROW.
LIKE ANY PROFESSIONAL TEAM, WE HOLD EACH
OTHER ACCOUNTABLE TO PROTECT THE WHOLE.
HOWEVER, WE ARE SLOW TO TAKE CREDIT
FOR SOMETHING.
INSTEAD, WE DEFLECT IT TO THE TEAM.
VIA EXCESSIVE HIGH-FIVES, CELEBRATORY SNACKS
AND CONGA LINES...
86. WE ONLY PRODUCE EXCELLENCE THROUGH A
CONTINUAL PURSUIT TO INSPIRE OUR READERS
THROUGH THE ART THAT WE CREATE.
OUR CONTENT IS AUTHENTIC AND CONNECTIVE,
OUR DESIGNS ARE EXPRESSIVE AND ELEVATED,
SO WE NEVER SETTLE. (EVER.)
NeverSettling
87. OpenDoorsWE’RE THE ONLY ONES WHO DO WHAT
WE DO & WE STAY THAT WAY THROUGH
NEW IDEAS. OPEN DOORS MEAN THAT NO
ONE SHOULD HAVE RESERVATIONS ABOUT
SHARING A THOUGHT.
88. OpenDoors
UNLESS IT INVOLVES A LLAMA, A GET-AWAY VEHICLE & A PASSPORT...
BEST KEEP THAT TO YOURSELF.[ [
WE’RE THE ONLY ONES WHO DO WHAT
WE DO & WE STAY THAT WAY THROUGH
NEW IDEAS. OPEN DOORS MEAN THAT NO
ONE SHOULD HAVE RESERVATIONS ABOUT
SHARING A THOUGHT.
89. WE BELIEVE IN BEING READY FOR
ANYTHING AND FOLLOWING THE 5 P’S
AS A COMPANY MANTRA:
PROPER PREPARATION PREVENTS
POOR PERFORMANCE.
CAUTIONARY TALE:
DON’T SAY THAT WITH CRACKERS IN YOUR MOUTH.
90. Timeliness
Father Time would like to reminds us
“Timeliness is Timeless”
CARING ABOUT YOUR TEAM MEANS
BEING TIMELY. BEING LATE HURTS
THE TEAM AND VIOLATES OUR
“PUT OTHERS FIRST” VALUE.
91. WE WANT YOU TO FIND AND REMOVE
CLUTTER AND ENCOURAGE IDEAS TO MAKE
OUR SYSTEMS MORE EFFICIENT, WHICH
HELPS THE TEAM AND THE ENVIRONMENT.
Things that Grow
MUST CHANGE
92. AS WE MAKE DECISIONS, WE THINK ABOUT
HOW THESE DECISIONS COULD HELP US
GROW INTO THE COMPANY WE WANT TO
BECOME AND HOW THINGS WILL WORK WITH
100 MAGAZINES, 500, 1,000, & 5,000 MAGAZINES.
We constantly think about
SCALE
93. CommunicationWHILE WE HAVE AN OPEN DOOR POLICY, NOT EVERY
CONVERSATION NEEDS TO INVOLVE MULTIPLE DOORS.
THINK THROUGH THE CONCEPT TO DETERMINE WHO
NEEDS TO BE A PART OF THE COMMUNICATION. DON’T
LOOP TOO MANY PEOPLE IN.
94. CommunicationWHILE WE HAVE AN OPEN DOOR POLICY, NOT EVERY
CONVERSATION NEEDS TO INVOLVE MULTIPLE DOORS.
THINK THROUGH THE CONCEPT TO DETERMINE WHO
NEEDS TO BE A PART OF THE COMMUNICATION. DON’T
LOOP TOO MANY PEOPLE IN.
ONLY DONKEYS OVERUSE “REPLY ALL”.
DON’T BE A DONKEY.
96. PHONE CONVERSATIONS ARE forgotten AND
SHOULD NOT BE USED AS A SINGULAR WAY TO
COMMUNICATE IDEAS.
MAKE SURE IDEAS ARE IN WRITING VIA EMAIL OR
THE COMMUNICATION PORTAL.
97. There is always a solution to a
problem. Usually the most simple
way is the answer. We don’t need
complex formulas or methods.
We want a clear, simplistic model.
BEST WAY!
Findthe
98. BOX
UTSIDE
THE
BE A problem-solverOR ARTIST OF YOUR
CRAFT, WHO THINKS OUTSIDE OF THE BOX,
AND CONSTANTLY THINKS AND IMPLEMENTS
NEW WAYS OF IMPROVEMENT.
99. LIMITLESS
THAT IS WHAT CREATES OUR BlueOcean.
NO ONE ELSE DOES WHAT WE DO IN OUR
INDUSTRY AND WE WANT TO KEEP IT THAT
WAY THROUGH CREATIVITY.THINK
100. We each excel in our sphere
of influence, whether that is
clients, publishers or other
team members.
GOOD
BETTER
BEST
Ownership