Want insights on how to build a great corporate culture? Charlie Kim shares Next Jump's 2014 Culture Deck. As a teaching organization, we look to share our best practices and help other organizations learn from our experience and mistakes. We've found that teaching is the highest standard to hold yourself to- as you teach you learn even more about yourself while also helping others. At the core of the deck Charlie discusses our approach to culture: BETTER ME + BETTER YOU = BETTER US
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).
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.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
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).
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.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
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
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.
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.
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/
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.
Optimizing Your Workforce Through Effective Talent OnboardingThe Talent Company
HRPA 2014 conference presentation on Optimizing Your Workforce Through Effective Talent Onboarding, presented by Joe Minaudo and Simon Parkin of The Talent Company.
I Am Athlete - Defining Culture at the Intersection of Sports and TechnologyJeff Matlow
I Am Athlete (imATHLETE.com) is a leading provider of online event registration software for the sports industry. We are driven by our culture and our goal to create a work environment that inspires, rewards and spreads happiness internally and externally. So far so good.
*Special thanks to Netflix, Zappos and other great companies who helped inspire some of these ideas.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
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.
Développer ses super pouvoirs chez OCTO – Mode d’emploi !OCTO Technology
Les carrières chez OCTO sont un vecteur important de bien être au travail. « Comment ? » me direz-vous et surtout : « est-ce possible ? »
Chez OCTO nous croyons que donner de la perspective et de la liberté aux Octos leur permet de s’épanouir et de grandir sereinement.
Quelque soit l’âge ou l’expérience, on peut continuer à apprendre et ce, à travers des missions, des retours d’expériences partagés, des conférences, … Bref, en étant curieux et en favorisant le partage avec ses pairs, on peut s’épanouir tout en développant son employabilité.
Cette idée « Best Place to Grow » est le principe fondamental des carrières chez OCTO. C’est essentiel que chaque métier, rôle, Octo puisse se situer. Grâce à la contribution de plusieurs de nos collaborateurs et de l’équipe RH, nous avons mis en mots et en images la vision partagée des parcours de carrières possibles chez OCTO.
Ce travail nous a permis de clarifier les attentes de chacun tout en offrant aux Octos la possibilité de se projeter.
Notre souhait de partager aujourd’hui notre framework carrière OCTO s’inscrit dans la culture de la transparence, une de nos valeurs essentielles.
Et peut-être qu’à sa lecture un Octo se reconnaîtra en vous et aura le désir de nous rejoindre ;-)
Ce travail est protégé par une licence Creative Commons
http://creativecommons.org/licenses/by-nc-nd/4.0/a
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
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.
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.
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/
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.
Optimizing Your Workforce Through Effective Talent OnboardingThe Talent Company
HRPA 2014 conference presentation on Optimizing Your Workforce Through Effective Talent Onboarding, presented by Joe Minaudo and Simon Parkin of The Talent Company.
I Am Athlete - Defining Culture at the Intersection of Sports and TechnologyJeff Matlow
I Am Athlete (imATHLETE.com) is a leading provider of online event registration software for the sports industry. We are driven by our culture and our goal to create a work environment that inspires, rewards and spreads happiness internally and externally. So far so good.
*Special thanks to Netflix, Zappos and other great companies who helped inspire some of these ideas.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
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.
Développer ses super pouvoirs chez OCTO – Mode d’emploi !OCTO Technology
Les carrières chez OCTO sont un vecteur important de bien être au travail. « Comment ? » me direz-vous et surtout : « est-ce possible ? »
Chez OCTO nous croyons que donner de la perspective et de la liberté aux Octos leur permet de s’épanouir et de grandir sereinement.
Quelque soit l’âge ou l’expérience, on peut continuer à apprendre et ce, à travers des missions, des retours d’expériences partagés, des conférences, … Bref, en étant curieux et en favorisant le partage avec ses pairs, on peut s’épanouir tout en développant son employabilité.
Cette idée « Best Place to Grow » est le principe fondamental des carrières chez OCTO. C’est essentiel que chaque métier, rôle, Octo puisse se situer. Grâce à la contribution de plusieurs de nos collaborateurs et de l’équipe RH, nous avons mis en mots et en images la vision partagée des parcours de carrières possibles chez OCTO.
Ce travail nous a permis de clarifier les attentes de chacun tout en offrant aux Octos la possibilité de se projeter.
Notre souhait de partager aujourd’hui notre framework carrière OCTO s’inscrit dans la culture de la transparence, une de nos valeurs essentielles.
Et peut-être qu’à sa lecture un Octo se reconnaîtra en vous et aura le désir de nous rejoindre ;-)
Ce travail est protégé par une licence Creative Commons
http://creativecommons.org/licenses/by-nc-nd/4.0/a
Rue La La, a leading force in the evolution of online/mobile commerce, is also pushing the bounds of People practices, starting with the Why. This deck was recently personally rolled out to all Rue La La Associates. We hope you dig it.
Teams—we depend on them for both our professional success and our personal happiness. This in-depth book study of Team Genius by Rich Karlgaard & Michael Malone explores how to reorganize your teams to turn them into top performing ones.
How might we use the choices we make as project managers to have a more positive and profound impact on our organizations? This presentation was first delivered to the Project Management Institute's Puget Sound Meeting in
Life is too short and too precious to spend it withering away in the corporate halls of despair. Become a corporate rebel! Shake things up! (It takes time but even an oil tanker can be turned around.) Or work up the courage to leave and start or join an organization where you feel you can make a difference. We run a self-empowerment gym for people willing to take the leap. You’ll learn how to adopt a Player Mindset, how to run the Judgment Factory, and why “Impossible" is just an opinion.
Mentoring is a universal practice present in almost every culture. In Africa, mentoring is mostly informal than formal. A youth can regularly receive guidance, words of wisdom from his parents, family members or an elder in the society. However, when mentoring is being informal and unstructured, it's very difficult to assess and measure its effectiveness. I therefore believe that there is a need for more structured mentoring programs in Africa. These formalised mentoring program could be holistically integrated into high school and university curriculum so that no student can end his learning journey without being mentored.
Mentoring is a key missing component in most of the higher institutions of learning and even in the workplace. Developing a culture of mentoring will definitely contribute to leadership develop in Africa
TeamWork goes beyond checklists to help companies build a deeper understanding of racial issues. Our digital community advances meaningful change via: actionable checklists paired with reflections, history and guidance for meeting people where they are at will help your team act with confidence.
ripplemark Egypt's 'Be A Good Person' Culture Code Omar El Sabh
We're ripplemark Egypt, a 'Self-Learning Digital Organization'.
As an agency, we truly believe that an organization with a strong culture is an organization that can thrive. Culture aligns everyone on norms, values and motivations that become the driving force of a group. Culture is how everyone should act with no supervision.
Community Online Academy (COA) is offered on the Perks at Work platform, and run by Next Jump. In this overview we describe the origins of COA, sample schedule, common questions. If you're looking for more information to share with your leadership teams about this offering, this overview should help!
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
Any company designed for success in the 20th century is doomed for failure in the 21st. -- Keynote by Next Jump Co-CEOs, Charlie Kim, for Next Jump Leadership Academy to Dept of Defense members, Nov 1, 2017.
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
How to create a culture of feedback and own your own feedback -- workshop by Next Jump's Head of Engineering, Tom Fuller. Given at Next Jump Leadership Academy to PACE US Air Force, June 7, 2017.
Strategy, Decision Making and Leadership for the 21st Century (Not the 20th Century) -- Keynote by Next Jump Co-CEOs, Charlie Kim and Meghan Messenger, for Next Jump Leadership Academy to PACE US Air Force, June 7, 2017.
Next Jump's Head of Engineering, Tom Fuller, shares lessons in building a culture of feedback. The #1 thing a leader should not be doing is lying, hiding, and faking. How do you reduce your LHF levels for yourself, and team? Feedback.
Moneyball of Leadership: Predictors of High Performance | Next Jump Leadershi...Next Jump
Charlie Kim and Meghan Messenger, Co-CEOs of Next Jump, in a two-part keynote for Next Jump Leadership Academy, April 19-21, 2017.
Slides 1-30 "Coaching Your Organization" by Charlie Kim. https://www.youtube.com/watch?v=OH89weEyDGg
Slides 32-55 "Coaching Yourself" by Meghan Messenger. https://www.youtube.com/watch?v=2oH_fSaAaEY
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
1. WHAT DRIVES SUCCESS?
insights & lessons from a 20 yr old startup + 100+ thought-leaders
NxJ CULTURE Deck
2014
March 3, 2014
twitter: @charlieykim
BETTER
me + you = us
2. PRESCHOOL: Leadership Lessons for Business
“..more lessons on importance of rituals, character
development…overall growth in people”
2
4. this talk is about…
TOOLS
TO ACTION
INSPIRE
thought leaders
implementation leaders
4
5. CONTEXT: IT’S A NEW ECONOMY yet most companies operate in outdated ways
AGRICULTURE ECONOMY
MANUFACTURING ECONOMY
INFORMATION ECONOMY
Land was the most valuable asset
Machines were the most valuable asset
People are another form of machine
Human capital is the most valuable asset
LAND
PRODUCTS & MACHINES
PEOPLE
FIRST
FIRST
FIRST
5
6. INTERNET & MOBILE ENGINEERS forced to innovate to attract & retain talent
6
7. Attracting & Retaining Engineers
ATTRACTING TOP 1%
MIT, CORNELL, CMU, GT
RETENTION
2 YRS 40% TURNOVER ~1% LAST 2 YEARS
7
8. HIRING what we learned, start with right mindset
STUDENTS
RESPONSIBLE
GROWING
GRATEFUL
Failing
EXPERT
VICTIM
KNOW-IT-ALL
ENTITLED
Humility
8
9. INVESTMENT in LOSS good failing = experience
Dr. Jim Loehr (Founder Human Performance Institute)
50% of the work is with parents
…most of the problems are because of the parents.
Kiss of death when you win too much as a child
– get exaggerated view of yourself. Sense of entitlement.
Winning can extinguish their drive, lose confidence.
Parents who just left them alone..they don’t choke
as much because they don’t worry about losing.
What kids really want is your favor.
9
10. NEXT JUMP GOALS why we do the things we do
GOAL: NEXT JUMP
BUILD A TOP10 GLOBAL TECH COMPANY
AUDACIOUS GOAL: THE NEXT JUMP PROJECT
CHANGE THE WORLD…
BY CHANGING WORKPLACE CULTURE
10
11. ARE YOU A ZOMBIE? not alive, not dead
NOT ENGAGED: self, family, friends, work
11
12. WHEN YOU ARE AT YOUR BEST…You feel
YOU’RE GROWING
DEPRESSED
GOOD AT SOMETHING USELESS
TRUSTED
ALONE
SENSE OF PURPOSE
MEANING OF LIFE?
ALIVE
DEAD
12
13. HOW WE OPERATE all the research backs this up
Winning Process
Outcome
GROWTH + PURPOSE = TRUE WEALTH
constant improvement
of oneself
higher purpose of
helping others
BETTER me + BETTER you =
long-term sustained
happiness
BETTER us
BETTER
me + you = us
13
14. OXYGEN MASK selfish before selfless
You must take care of yourself
Before you can take care of others
14
15. OVER 50 PROGRAMS focused on BETTER me + BETTER you
BETTER me
NxJ University
CEO Talks
Fitness + Nutrition
BETTER you
OO.com
Reflections
FastTrack
Project Padawan
10xFactor
Vendor Appreciation Day
Forgotten Ones
NxJ Avengers
Love Day
NxJ Hackathon
15
17. TIMELINE of BUILDING SAFETY we operate best when we feel safe
1994
2000
2002
2006
2008
TODAY
2012
NxJ Founded:
College Coupon Books
Grew to 150 NxJumpers
Hiring Process
Survived Dot Com Bust:
4 NxJumpers
Started
OPEN BOOK POLICY
Monday Staff Meetings:
We share weekly financials
We share quarterly board updates
FIRING
Hiring
Improvement:
Fired Brilliant Jerks
NO FIRING POLICY
@NextJump we don’t fire you
We coach you
Unexpected Outcomes:
Everyone hires more carefully
Vulnerability: self development
Risk-Taking: ability to innovate (& fail)
17
19. NUTRITION: to increase energy levels
START WITH BREAKFAST
The Healthy Way to Start the Day
We’re sure you’ve heard it before: breakfast is the most important meal of the
day. A daily dose sharpens the mind, keeps energy high, and maintains body
weight. But that isn’t all. After fasting all evening, “breaking the fast” helps reload
low energy stores, which is the only fuel upon which the brain can function.
LUNCH: WORKOUT 1st
Incentivizing workouts with Healthy Lunch
“Workout with Us on Your Lunch Hour, We Provide a Healthy Meal.” We
believe in the power of exercise so deeply, that we try to find any which way to
get our gang working out for more energy.
Thus came about how we incentivize exercise via healthy lunch offerings as a
means to help our people workout.
IT’S DINNER TIME
Our Family Eats Together
Families get together and dine together. Dinner time became much more than
a “grab and go.” We developed Next Jump family – our family at work. Not
only did we solve for the break in focus – we gained better development of
camaraderie and friendships.
20. FITNESS RESULTS: workout 2x week
Total Workouts To Date
90% 2x per
week
1600
1400
Use DATA
Recognition
1200
Programs
1000
TeamPlay +
800
Top People
Leaderboard
On-Site Gyms
Total
Focus
600
400
200
5% 2x per
week
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Jan
0
2008
2009
2010
2011
2012
20
21. Letters from Parents of NxJumpers…
The fitness center, nutritionist,
classes and competition form a
comprehensive, impressive
program. We know the program is
working. My son is twice the man
he used to be.
– Mom of NxJumper
21
23. MENTORSHIP - TP: Talking Partners daily co-mentoring program
How It Works
MEET
Daily Ritual: eating breakfast together every
morning (consistency)
VENT
Toxins: get them out; home & work stuff
WORK
Expectations: push each other for greatness
23
26. Adopt A Non-Profit
“What if every for-profit business adopted a worthy nonprofit business to share office space
with, share their business prowess, help mentor employees, and share some resources?
Imagine having thousands of businesses magnify the impact of smart charities. Now that
would be a revolution!” – Will Marre (co-founder Covey Leadership)
26
27. TOP10 Recognition: “Who helped you succeed the most?”
Top10 Award
Celebrate the linemen that helped you succeed, not the quarterbacks
27
28. MSD: random acts of kindness 2x per week gamified by teams
Make Someone’s Day
How would you treat someone if it was their last day on Earth?
28
31. What should I do…
TOOLS
TO ACTION
INSPIRE
thought leaders
implementation leaders
31
32. One made hall of fame, other didn’t..difference was PRACTICE
OUTCOME FOCUSED
WINNING PROCESS
“I’m good enough.
I don’t need to practice.”
“If you want to be great, you have
to fall in love with the process,
the hard work of practice.”
32
33. 3 LEVELS OF IMPLEMENTATION most people don’t know how to do it
LEVEL 0
LEVEL 1
LEVEL 2
LEVEL 3
DON’T CARE
LOST
EARLY
ENLIGHTENED
DON’T KNOW HOW
BUT TRYING
BUT NOT REPEATABLE
CONVICTION
Check off the box
Experimenting
And Failing
Intensity
Solutions
Consistency
Solutions
[1x quarter/yr/ever]
[daily/weekly/mthly]
CULTURE defined by:
1x programs
CULTURE defined by:
rituals
Bare minimums
Someone else’s list
“Tell me what to do”
CULTURE defined by:
perks & benefits
CULTURE defined by:
social activities
33
34. INSIGHTS from 5 CO-MENTORS key lessons we applied
SIMON SINEK
JIM LOEHR
JOSH WAITZKIN
ADAM GRANT
NANCY SCHULMAN
34
36. SAFE ZONES
Simon Sinek (Author of Start With Why & Leaders Eat Last, #2 TED TALK)
Human beings operate at their best within a circle of safety.
When they are fighting the dangers inside
they are unable to fight the dangers outside.
36
38. STRESS is the only way you GROW
Jim Loehr (Coach to world-class tennis, golf, NFL, NBA, Olympic athletes, top CEOs, FBI SWAT, any elite performer)
Everybody is looking for zones that are stress free
b/c belief is that’s where life is best.
This leads to complacency, death chant to your life,
muscles atrophy and you become a mental and emotional wimp.
STRESS is the only way you grow. Chronic stress is what leads to burnout.
STRESS
RECOVERY
38
40. STRENGTHEN YOUR CHARACTER just like muscles, otherwise they atrophy
Jim Loehr (Coach to world-class tennis, golf, NFL, NBA, Olympic athletes, top CEOs, FBI SWAT, any elite performer)
Character is a muscle.
It can be exercised and strengthened.
40
41. CHARACTER IMBALANCE poor judgment occurs under pressure
ARROGANCE
INSECURITY
Confidence w/out humility = hubris
Humility by itself w/out counterbalancing
muscle of confidence
CONFIDENCE
HUMILITY
HUMILITY
CONFIDENCE
41
43. SET UP YOUR PRACTICE GROUND You is You
[PRACTICE GROUND]
To Gain Field Experience
HOME
CULTURE
[GET BETTER RESULTS]
Byproduct
REVENUE
43
44. UPGRADE IN LEVELS
Josh Waitzkin (#1 Chess Player + #1 Martial Artists in the World)
Growth occurs in levels however, you do worse before you get better.
Our repeated thematic errors are never technical,
they are psychological emotional errors.
44
45. GROWING IN LEVELS many repeat the same levels over and over
IS NOT
IS
45
46. NAYAN: practice building confidence trust yourself, build your own voice
REVENUE
Owner: eCommerce Homepage
CULTURE
Owner: Reflections [2x/mth]
HOME
Owner: Restaurant Selection w/ Wife
46
48. GIVING in a sustainable long-term way
Adam Grant (Wharton Professor, Author of Best Seller Give & Take)
The most successful people are Givers however they are balanced
in Give & Take in the long run.
The most unsuccessful people are Givers who are imbalanced
in their Give & Take.
GIVERS
Matchers
Takers
givers
48
50. Adopt A Non-Profit
“People often ask our CEO what
benefits do you see from all your
giving back initiatives? Are
employees encouraged to use
weekends and evenings or is it
really part of their job?
For me, I went from quitting
to the most engaged I have
been at work and leave
every day a happier more
fulfilled person.”
- Crystal, Adopt a Non-Profit Captain
50
51. RITUALS, ROUTINES, BEHAVIORIAL CHANGE
Nancy Schulman (Head of Avenues Early Learning Preschool, former 92 St. Y Head of Preschool)
They may not like you at the moment, but love you in the long run.
Establish routines, be consistent.
[Learning to Spell Example]
INTENSITY
CONSISTENCY
51
54. PRACTICE = when it doesn’t matter must be like breathing [Billy the Kid]
54
55. BETTER ME + BETTER YOU = BETTER US
5 keys to unlocking long-term sustained success:
IS
IS NOT
55
56. THE KEY INSIGHT…
Dr. Jim Loehr (Founder Human Performance Institute)
No change in people = No change in the business.
Transformational change in people =
Transformational change in the business.
56
57. OUR RESULTS THUS FAR…
ATTRACT & RETAIN PEOPLE
REVENUE
Turnover went from 40% to 1%
I LOVE not LIKE my Job: 20% to 90%
25% CAGR over last 5 years to 113% YoY
Still accelerating…
AWARDS & CASE STUDIES
57
61. AS OF: March 3, 2014
THIS IS OUR CURRENT BEST THINKING
OF BUILDING A
TEACHING ORGANIZATION
We are actively experimenting & learning
61
62. Change this phrase:
"When I have enough for myself, then I will give to others."
To:
"I have so much more than most people, my cup
overfloweth onto others less fortunate.”
Thank You
Questions/Reactions/Feedback:
twitter: @charlieykim
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me + you = us