This document provides an overview and update on Delivering Happiness (DH). It discusses DH's core philosophy around happiness, which is based on scientific research and frameworks like perceived control, progress, connectedness and vision/meaning. DH aims to grow a global movement to spread and inspire happiness at work and in everyday life. The update discusses DH's business structure, examples of its movement like happier workplaces, meaningful community interactions, and content, as well as its goals to build a strong community and brand, contribute to culture, become sustainable and scalable.
Tony Hsieh, CEO of Zappos, gave a presentation about how focusing on company culture has led to Zappos' success. He discussed that Zappos' number one priority is culture, not customer service or clothing, and that by committing to core values and transparency, a strong culture is built where employees and customers both feel happiness. Two bar owners, John Korioth and Chris, were frustrated with their business until discovering Zappos' culture-driven approach, and have since worked to transform their own company culture based on Zappos' principles and priorities.
This document summarizes key ideas from a presentation by Tony Hsieh, CEO of Zappos, about building a strong company culture. It discusses how Zappos prioritizes culture above all else, with the view that good culture will naturally lead to good customer service and business results. The document then shares two stories from business owners who were inspired by Zappos' culture-first approach - one who transformed his bar business, and another who found more work-life balance and happiness. Both saw improved employee retention and satisfaction from focusing on creating a positive culture.
This document summarizes Tony Hsieh's talk about building a positive company culture at Zappos and how it inspired others. It includes responses from three individuals - Mariana, John Korioth, and Dave Brautigan - on how Tony and Zappos influenced them to focus on culture and employee happiness in their own companies. John discusses implementing cultural changes at his bar that mirrored Zappos' priorities, leading to improved employee retention and matching sales during an economic downturn. Dave discusses finding a work-life balance and empowering/trusting employees after attending Zappos Insights.
This document summarizes John Korioth's experience transforming the culture at his bar, SIX, in Austin, Texas after being inspired by Tony Hsieh and Zappos. After feeling frustrated with high employee turnover and customer service issues common in the bar industry, John and his business partner Chris were introduced to Zappos' emphasis on company culture by a friend. They researched Zappos extensively and were impressed by Tony Hsieh's prioritization of culture over customer service. John saw Tony speak and was inspired to focus on building a great culture at SIX. They improved communication, listened to employee feedback, and made changes that demonstrated their commitment to employees. This transformed SIX's culture and improved employee retention
The document discusses the origins and growth of Delivering Happiness, which began as a book by Zappos CEO Tony Hsieh and became a movement and company focused on building corporate culture and happiness. It describes how the book led to a bus tour across the country and the founding of Delivering Happiness to inspire, connect, educate, and experience building happiness in both workplaces and communities through sustainable business practices. The overall message promotes focusing on higher purpose, relationships, and culture to achieve happiness rather than short-term financial goals.
This document summarizes John Korioth's experience transforming the culture at his bar, SIX, in Austin, Texas, after being inspired by Tony Hsieh and Zappos. He discusses how focusing on creating a great company culture led to improved employee retention, satisfaction, and ultimately better customer service and financial performance, even during an economic downturn. Key changes included prioritizing employees, getting their input, addressing issues they raised, and making meetings and communication more meaningful and enjoyable.
This document discusses the vision and values of entrepreneurship at the Founder Institute. It provides an overview of the stages an entrepreneur goes through at the Institute, from idea generation to graduation. The bulk of the document focuses on defining the essence of an idea, explaining that an idea must provide value to humans by addressing at least one element of human progress or happiness, such as superpowers, disruption, association, aspiration, protection or escape. An idea is defined by how it will be implemented, what human problem or purpose it addresses, and why it increases human happiness. Successful ideas anticipate future sources of happiness and either discover or propose new means of fulfilling human needs.
This document contains the notes from a presentation by Jenn Lim, CEO of Bel Group. Some of the key points discussed include:
- Jenn Lim discusses her passion for happiness and how her career path led her to focus on customer service and building a strong company culture.
- She outlines lessons learned from Zappos' model of prioritizing company culture and customer happiness, including the importance of commitment to values, transparency, vision, and relationships.
- Jenn Lim advocates applying science-based frameworks for happiness to businesses in order to increase employee engagement, productivity and other benefits. She believes a focus on happiness can work for any company.
Tony Hsieh, CEO of Zappos, gave a presentation about how focusing on company culture has led to Zappos' success. He discussed that Zappos' number one priority is culture, not customer service or clothing, and that by committing to core values and transparency, a strong culture is built where employees and customers both feel happiness. Two bar owners, John Korioth and Chris, were frustrated with their business until discovering Zappos' culture-driven approach, and have since worked to transform their own company culture based on Zappos' principles and priorities.
This document summarizes key ideas from a presentation by Tony Hsieh, CEO of Zappos, about building a strong company culture. It discusses how Zappos prioritizes culture above all else, with the view that good culture will naturally lead to good customer service and business results. The document then shares two stories from business owners who were inspired by Zappos' culture-first approach - one who transformed his bar business, and another who found more work-life balance and happiness. Both saw improved employee retention and satisfaction from focusing on creating a positive culture.
This document summarizes Tony Hsieh's talk about building a positive company culture at Zappos and how it inspired others. It includes responses from three individuals - Mariana, John Korioth, and Dave Brautigan - on how Tony and Zappos influenced them to focus on culture and employee happiness in their own companies. John discusses implementing cultural changes at his bar that mirrored Zappos' priorities, leading to improved employee retention and matching sales during an economic downturn. Dave discusses finding a work-life balance and empowering/trusting employees after attending Zappos Insights.
This document summarizes John Korioth's experience transforming the culture at his bar, SIX, in Austin, Texas after being inspired by Tony Hsieh and Zappos. After feeling frustrated with high employee turnover and customer service issues common in the bar industry, John and his business partner Chris were introduced to Zappos' emphasis on company culture by a friend. They researched Zappos extensively and were impressed by Tony Hsieh's prioritization of culture over customer service. John saw Tony speak and was inspired to focus on building a great culture at SIX. They improved communication, listened to employee feedback, and made changes that demonstrated their commitment to employees. This transformed SIX's culture and improved employee retention
The document discusses the origins and growth of Delivering Happiness, which began as a book by Zappos CEO Tony Hsieh and became a movement and company focused on building corporate culture and happiness. It describes how the book led to a bus tour across the country and the founding of Delivering Happiness to inspire, connect, educate, and experience building happiness in both workplaces and communities through sustainable business practices. The overall message promotes focusing on higher purpose, relationships, and culture to achieve happiness rather than short-term financial goals.
This document summarizes John Korioth's experience transforming the culture at his bar, SIX, in Austin, Texas, after being inspired by Tony Hsieh and Zappos. He discusses how focusing on creating a great company culture led to improved employee retention, satisfaction, and ultimately better customer service and financial performance, even during an economic downturn. Key changes included prioritizing employees, getting their input, addressing issues they raised, and making meetings and communication more meaningful and enjoyable.
This document discusses the vision and values of entrepreneurship at the Founder Institute. It provides an overview of the stages an entrepreneur goes through at the Institute, from idea generation to graduation. The bulk of the document focuses on defining the essence of an idea, explaining that an idea must provide value to humans by addressing at least one element of human progress or happiness, such as superpowers, disruption, association, aspiration, protection or escape. An idea is defined by how it will be implemented, what human problem or purpose it addresses, and why it increases human happiness. Successful ideas anticipate future sources of happiness and either discover or propose new means of fulfilling human needs.
This document contains the notes from a presentation by Jenn Lim, CEO of Bel Group. Some of the key points discussed include:
- Jenn Lim discusses her passion for happiness and how her career path led her to focus on customer service and building a strong company culture.
- She outlines lessons learned from Zappos' model of prioritizing company culture and customer happiness, including the importance of commitment to values, transparency, vision, and relationships.
- Jenn Lim advocates applying science-based frameworks for happiness to businesses in order to increase employee engagement, productivity and other benefits. She believes a focus on happiness can work for any company.
Nick Jankel shares his journey from running profitable companies focused on consumerism to pursuing social innovation and entrepreneurship. He discusses the transition from Enterprise 1.0 focused solely on profit to Enterprise 2.0 which uses business as a vehicle to benefit people and the planet. Jankel advocates recalibrating the world towards thriveability by connecting head, heart and hand in service of people and the planet. He offers tools and training to teach others how to innovate and collaborate effectively to co-create a better world.
Jenn Lim, CEO of Girobank, gave a presentation on building a culture of happiness in businesses and communities. She discussed how Zappos was able to achieve strong financial success through prioritizing company culture and customer service. Lim presented frameworks on the elements of happiness, including control over decisions, nurturing relationships and environment, and accepting one's nature. She argued that vision, meaning, and higher purpose are key drivers of long-term happiness and sustainable brands.
WealthTrust-Arizona is a fee-based investment advisory firm specializing in the integration of investment management with estate planning for high net worth individuals and families.
Team & Culture Guide for Early Stage StartupsGenJuice
The document provides guidance on building the perfect startup team from scratch. It recommends finding a business partner who shares your passion for solving problems and has a similar drive for success. The ideal team has complementary skills and personalities. It also emphasizes keeping the team small and lean, with clear roles and responsibilities. The culture should celebrate small wins, embrace failure, avoid micromanaging, value community feedback, and promote collaboration. Following these principles can help expedite building an effective startup culture and team.
The document summarizes a talk given by Jenn Lim at Bay Path College on building a culture of happiness. Some key points included:
- Lim discussed how she became passionate about happiness after experiencing both success and failure in her career.
- She explained how Zappos was able to achieve strong financial performance by prioritizing company culture and customer service through practices like hiring for culture fit and transparency.
- Lim argued that vision, meaning, and higher purpose are important for individual and company happiness according to research findings. She encouraged applying these ideas to one's own company.
Team & Culture Guide for Early Stage StartupsVirgilia Pruthi
The document provides a recipe for creating the perfect startup team from scratch. It discusses four key ingredients: having a mixture of complementary qualities among team members, keeping the team lean, having team members take charge of their specific roles, and creating the right collaborative culture. It emphasizes trust, celebrating wins, frequent experimentation and failure, empowering employees, and listening to the community. The goal is to find a team that shares a passion for solving problems and can work well together over the long run.
How to Structure Sales Successfully, Keynote by Robert Lang - MD Central & Eastern Europe at Criteo at the NOAH 2012 Conference in London, Old Billingsgate on the 6th of November 2012.
How to Structure Sales Successfully, Keynote by Robert Lang - MD Central & Eastern Europe at Criteo at the NOAH 2012 Conference in London, Old Billingsgate on the 6th of November 2012.
The document summarizes a business breakfast presentation by Tomás Kennedy and Brendan McBride of Inside Out on achieving high performance in turbulent times. The presentation discusses applying sports coaching techniques to business performance, focusing on developing one's "inner game" and achieving a state of "flow" to increase potential and reduce interference. It also outlines a 10 step process for high performance and explores emotional intelligence.
The document discusses the importance of taking responsibility for one's life and actions. It suggests that life is 30% circumstances and 70% attitude. Taking responsibility means choosing how to respond to circumstances rather than feeling victimized. This can improve self-confidence, productivity, sense of achievement and ability to influence others. The document emphasizes developing control over one's personality and choosing one's responses wisely. It discusses the importance of prioritizing what you can offer through your abilities rather than simply expecting benefits and recognizing problems as opportunities to grow.
The document discusses the impact of social media on employer branding and employee engagement. It describes how social media allows for new forms of one-to-one, one-to-many, and many-to-many communication. The document provides examples of best and worst social media practices for companies. It stresses that an organization's social media plan should have a clear goal, target the right audience, align with its employer brand, and establish guidelines and support for implementation. Finally, it emphasizes that social media requires an open culture, willingness to share, and management buy-in to be effective.
More Money, More Time, Less Stress - Marc JohnstoneDaniel Priestley
This document discusses Daniel Priestley, the founder of Entrevo Pty Ltd and creator of the "Key Person of Influence" method. It outlines some common growth inhibitors such as being unclear, unconvincing, experiencing burnout, feeling invisible, or going at it alone. It then discusses turning ideas into valuable products and building business value through understanding economic cycles, clarity on actions, and tools like capacity planning, functionality, capability formula, sustainable profit formula, and valuation benchmarks. The document promotes productizing ideas rather than just chasing sales.
Jenn Lim, CEO of Outsourcing Malaysia, gave an exclusive luncheon speech in Kuala Lumpur on March 28, 2013. She discussed how focusing on happiness and culture led to the success of Zappos, growing from $1 million in sales in 1999 to $2 billion today after being acquired by Amazon. She outlined lessons learned about committing to happiness as a business model, defining core values, promoting transparency, establishing a clear vision, and building relationships and the right team.
Keynote for senior managers of Novartis on how to influence people and strategies ethically and effectively in matrix organisations and networks / collaborations. Includes latest research from social psychology, neuroscience and behavioral economics. June 2011.
This document discusses the double-edged nature of entrepreneurial passion and how it can both help and hinder startup success. While passion is needed to sustain the long hours and challenges of entrepreneurship, it can also lead founders to ignore reality, make biased decisions, and cling too tightly to ideas rather than listening to the market. The document provides strategies for founders to maintain passion while also making decisions based on market feedback and evidence, including assessing founder fit, taking a market-oriented approach, using rapid iteration, and developing earned optimism over time.
The document discusses various theories of leadership, including:
1. Trait theory, which describes leadership in terms of inherent personal traits or characteristics. However, research has failed to identify universal leadership traits.
2. Behavioral theory, which focuses on observable leadership behaviors rather than traits. This includes consideration for subordinates and initiating structure.
3. Contingency theory, which emphasizes that effective leadership depends on matching a leader's style to the demands of the specific situation. A leader's effectiveness is contingent on follower, group, and environmental factors.
Social Media ROI: Measure What MattersPaul Prewitt
Do You Have a FB Page? A Twitter Page? A Social Media Team? So What! Get past the deja vu and focus on what really matters. ROI is business measurement, not alchemy. The key between Marketing & ROI is correlation.
Dare to Connect Them!
This document summarizes the key points from a presentation on implementing an ownership thinking approach to business. It outlines an agenda for a one day training session that would introduce employees to ownership thinking principles and focus on developing key performance indicators, scoreboards, and rapid improvement plans. The goal is to help employees think like owners and align their work with the company's financial objectives.
The New PR - How to become a brand among friendsPeopleizers
This document discusses the changing landscape of public relations (PR) and the rise of social media. It notes that PR must now embrace transparency and conversations on social platforms. The new PR puts the public back into PR by using the power of online conversations. It also discusses adapting roles and organizations to this new environment through community management, content creation, and building relationships with influencers. The document provides examples of how some companies are effectively navigating this change.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
Nick Jankel shares his journey from running profitable companies focused on consumerism to pursuing social innovation and entrepreneurship. He discusses the transition from Enterprise 1.0 focused solely on profit to Enterprise 2.0 which uses business as a vehicle to benefit people and the planet. Jankel advocates recalibrating the world towards thriveability by connecting head, heart and hand in service of people and the planet. He offers tools and training to teach others how to innovate and collaborate effectively to co-create a better world.
Jenn Lim, CEO of Girobank, gave a presentation on building a culture of happiness in businesses and communities. She discussed how Zappos was able to achieve strong financial success through prioritizing company culture and customer service. Lim presented frameworks on the elements of happiness, including control over decisions, nurturing relationships and environment, and accepting one's nature. She argued that vision, meaning, and higher purpose are key drivers of long-term happiness and sustainable brands.
WealthTrust-Arizona is a fee-based investment advisory firm specializing in the integration of investment management with estate planning for high net worth individuals and families.
Team & Culture Guide for Early Stage StartupsGenJuice
The document provides guidance on building the perfect startup team from scratch. It recommends finding a business partner who shares your passion for solving problems and has a similar drive for success. The ideal team has complementary skills and personalities. It also emphasizes keeping the team small and lean, with clear roles and responsibilities. The culture should celebrate small wins, embrace failure, avoid micromanaging, value community feedback, and promote collaboration. Following these principles can help expedite building an effective startup culture and team.
The document summarizes a talk given by Jenn Lim at Bay Path College on building a culture of happiness. Some key points included:
- Lim discussed how she became passionate about happiness after experiencing both success and failure in her career.
- She explained how Zappos was able to achieve strong financial performance by prioritizing company culture and customer service through practices like hiring for culture fit and transparency.
- Lim argued that vision, meaning, and higher purpose are important for individual and company happiness according to research findings. She encouraged applying these ideas to one's own company.
Team & Culture Guide for Early Stage StartupsVirgilia Pruthi
The document provides a recipe for creating the perfect startup team from scratch. It discusses four key ingredients: having a mixture of complementary qualities among team members, keeping the team lean, having team members take charge of their specific roles, and creating the right collaborative culture. It emphasizes trust, celebrating wins, frequent experimentation and failure, empowering employees, and listening to the community. The goal is to find a team that shares a passion for solving problems and can work well together over the long run.
How to Structure Sales Successfully, Keynote by Robert Lang - MD Central & Eastern Europe at Criteo at the NOAH 2012 Conference in London, Old Billingsgate on the 6th of November 2012.
How to Structure Sales Successfully, Keynote by Robert Lang - MD Central & Eastern Europe at Criteo at the NOAH 2012 Conference in London, Old Billingsgate on the 6th of November 2012.
The document summarizes a business breakfast presentation by Tomás Kennedy and Brendan McBride of Inside Out on achieving high performance in turbulent times. The presentation discusses applying sports coaching techniques to business performance, focusing on developing one's "inner game" and achieving a state of "flow" to increase potential and reduce interference. It also outlines a 10 step process for high performance and explores emotional intelligence.
The document discusses the importance of taking responsibility for one's life and actions. It suggests that life is 30% circumstances and 70% attitude. Taking responsibility means choosing how to respond to circumstances rather than feeling victimized. This can improve self-confidence, productivity, sense of achievement and ability to influence others. The document emphasizes developing control over one's personality and choosing one's responses wisely. It discusses the importance of prioritizing what you can offer through your abilities rather than simply expecting benefits and recognizing problems as opportunities to grow.
The document discusses the impact of social media on employer branding and employee engagement. It describes how social media allows for new forms of one-to-one, one-to-many, and many-to-many communication. The document provides examples of best and worst social media practices for companies. It stresses that an organization's social media plan should have a clear goal, target the right audience, align with its employer brand, and establish guidelines and support for implementation. Finally, it emphasizes that social media requires an open culture, willingness to share, and management buy-in to be effective.
More Money, More Time, Less Stress - Marc JohnstoneDaniel Priestley
This document discusses Daniel Priestley, the founder of Entrevo Pty Ltd and creator of the "Key Person of Influence" method. It outlines some common growth inhibitors such as being unclear, unconvincing, experiencing burnout, feeling invisible, or going at it alone. It then discusses turning ideas into valuable products and building business value through understanding economic cycles, clarity on actions, and tools like capacity planning, functionality, capability formula, sustainable profit formula, and valuation benchmarks. The document promotes productizing ideas rather than just chasing sales.
Jenn Lim, CEO of Outsourcing Malaysia, gave an exclusive luncheon speech in Kuala Lumpur on March 28, 2013. She discussed how focusing on happiness and culture led to the success of Zappos, growing from $1 million in sales in 1999 to $2 billion today after being acquired by Amazon. She outlined lessons learned about committing to happiness as a business model, defining core values, promoting transparency, establishing a clear vision, and building relationships and the right team.
Keynote for senior managers of Novartis on how to influence people and strategies ethically and effectively in matrix organisations and networks / collaborations. Includes latest research from social psychology, neuroscience and behavioral economics. June 2011.
This document discusses the double-edged nature of entrepreneurial passion and how it can both help and hinder startup success. While passion is needed to sustain the long hours and challenges of entrepreneurship, it can also lead founders to ignore reality, make biased decisions, and cling too tightly to ideas rather than listening to the market. The document provides strategies for founders to maintain passion while also making decisions based on market feedback and evidence, including assessing founder fit, taking a market-oriented approach, using rapid iteration, and developing earned optimism over time.
The document discusses various theories of leadership, including:
1. Trait theory, which describes leadership in terms of inherent personal traits or characteristics. However, research has failed to identify universal leadership traits.
2. Behavioral theory, which focuses on observable leadership behaviors rather than traits. This includes consideration for subordinates and initiating structure.
3. Contingency theory, which emphasizes that effective leadership depends on matching a leader's style to the demands of the specific situation. A leader's effectiveness is contingent on follower, group, and environmental factors.
Social Media ROI: Measure What MattersPaul Prewitt
Do You Have a FB Page? A Twitter Page? A Social Media Team? So What! Get past the deja vu and focus on what really matters. ROI is business measurement, not alchemy. The key between Marketing & ROI is correlation.
Dare to Connect Them!
This document summarizes the key points from a presentation on implementing an ownership thinking approach to business. It outlines an agenda for a one day training session that would introduce employees to ownership thinking principles and focus on developing key performance indicators, scoreboards, and rapid improvement plans. The goal is to help employees think like owners and align their work with the company's financial objectives.
The New PR - How to become a brand among friendsPeopleizers
This document discusses the changing landscape of public relations (PR) and the rise of social media. It notes that PR must now embrace transparency and conversations on social platforms. The new PR puts the public back into PR by using the power of online conversations. It also discusses adapting roles and organizations to this new environment through community management, content creation, and building relationships with influencers. The document provides examples of how some companies are effectively navigating this change.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The project will invest $350 million to support small businesses, tech startups, education and arts. The goal is to create collisions and co-learning by increasing density, diversity, and street activity. This approach aims to accelerate innovation, productivity and happiness by maximizing "returns on community" rather than short-term profits. The hope is downtown Las Vegas will become the most community-focused large city in the world.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
The document summarizes Zappos' efforts to revitalize downtown Las Vegas through their Downtown Project initiative. The Downtown Project aims to accelerate collisions, co-learning, and connectedness in the downtown area by investing $350 million to attract small businesses, tech startups, and arts/culture. The goal is to make downtown Vegas the most community-focused large city through density, diversity, and street-level activity to promote serendipitous interactions and return on collisions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused and walkable city. The hope is that increasing density, diversity and opportunities for serendipitous interactions will accelerate innovation, productivity and happiness for both residents and visitors.
University of Notre Dame's Idea Week - Wednesday, April 25, 2018Delivering Happiness
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building initiatives. The project will invest $350 million to support small businesses, tech startups, education/arts, and real estate development downtown. The goal is to accelerate collisions, co-learning and connectedness through density and diversity to boost innovation, happiness and economic growth over the long term, focusing on community impact rather than just short term profits.
University of Notre Dame's Idea Week - Wednesday, April 25, 2018Delivering Happiness
The document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through increasing density, collisions, and community. The $350 million project focuses on small businesses, tech startups, education and arts to attract residents and visitors downtown, with the goal of making it the most community-focused large city through co-learning and collisions. The hope is this will accelerate innovation, productivity and happiness by focusing on long-term return on community rather than short-term financial returns.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
From Real to Ideal: Envisioning and Moving Toward Your Best Culture [Culture ...Delivering Happiness
This document outlines a methodology called the DH Model for envisioning and moving an organization's culture from real to ideal. The DH Model focuses on defining core values and aligned behaviors, applying the science of happiness through positive habits and levers, cultivating higher purpose, and considering culture from the perspectives of individuals, teams, and community. It provides exercises to analyze an organization's current and ideal culture by comparing it to animals and habitats. The goal is for organizations to shift from being designed like machines to living, growing ecosystems that produce happy employees and customers, leading to business success.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community-focused large city in the world. The goal is to maximize long-term return on community rather than short-term profits by focusing on density, diversity and street level activity to accelerate collisions and serendipity.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The project will invest $350 million to support small businesses, tech startups, education and arts. The goal is to create collisions and co-learning by increasing density, diversity, and street activity. This approach aims to accelerate innovation, productivity and happiness by maximizing "returns on community" rather than short-term profits. The hope is downtown Las Vegas will become the most community-focused large city in the world.
The document summarizes Zappos' efforts to revitalize downtown Las Vegas through their Downtown Project initiative. The Downtown Project aims to accelerate collisions, co-learning, and connectedness in the downtown area by investing $350 million to attract small businesses, tech startups, and arts/culture. The goal is to make downtown Vegas the most community-focused large city through density, diversity, and street-level activity to promote serendipitous interactions and return on collisions.
The document summarizes Zappos' efforts to revitalize downtown Las Vegas through their Downtown Project initiative. The Downtown Project aims to accelerate collisions, co-learning, and connectedness in the downtown area by investing $350 million to attract small businesses, tech startups, and arts/culture. The goal is to make downtown Vegas the most community-focused large city through density, diversity, and street-level activity to promote serendipitous interactions and return on collisions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART INDIA MATKA KALYAN SATTA MATKA 420 INDIAN MATKA SATTA KING MATKA FIX JODI FIX FIX FIX SATTA NAMBAR MATKA INDIA SATTA BATTA
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
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SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
4. WE HEARD FROM AROUND THE WORLD
NO MATTER WHAT UNIFIED BY
BACKGROUND THE SAME
CULTURE
IDEAS
VISION
JOB
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
5. CORE OF DH PHILOSOPHY
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
6. THROUGH SCIENTIFIC RESEARCH, WE’VE DEVELOPED OUR
CORE OF DH PHILOSOPHY
INTO FRAMEWORKS
HAPPINESS FRAMEWORK 1
PERCEIVED CONTROL
PERCEIVED PROGRESS
CONNECTEDNESS
(Number and depth of relationships)
VISION/MEANING
(Being part of something bigger than yourself)
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
8. HAPPINESS FRAMEWORK 3
HIGHER PURPOSE/MEANING
BEING PART OF SOMETHING BIGGER
HAPPINESS
THAN YOURSELF
PASSION
FLOW AND ENGAGEMENT
TIME FLIES
PLEASURE
ROCKSTAR
CHASING THE NEXT HIGH
TIME
3 TYPES OF HAPPINESS
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
9. HAPPINESS FRAMEWORK 4
THE PARALLELS OF A GREAT
BUSINESS AND HAPPINESS
PURPOSE PURPOSE
PASSION PASSION
PROFIT PLEASURE
BUSINESS HAPPINESS
REALIZATION: THE SAME MODEL OF HAPPINESS
CAN APPLY TO BUSINESS AND IN LIFE
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10. WHY DOES IT MATTER?
EVERYONE’S GOAL IS TO BE HAPPY IN LIFE YET RESEARCH SHOWS
WE’RE BAD AT PREDICTING WHAT MAKES US HAPPY
DH HAS A CHANCE TO INCREASE HAPPINESS IN THE WORLD
WHAT IS YOUR GOAL IN LIFE?
GROW A GET A FIND A BE
COMPANY GREAT JOB GIRLFRIEND/BOYFRIEND HEALTHY
WHY? WHY? WHY? WHY?
RETIRE MAKE FIND A RUN
EARLY MONEY SOULMATE FASTER
WHY? WHY? WHY? WHY?
SPEND TIME BUY A HOME GET MARRIED RUN A
WITH FAMILY MARATHON
WHY?
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
11. BIG PICTURE
HIGHER PURPOSE
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
12. THE BIG PICTURE
(OPS, PRIORITIES AND PROOF IN THE PUDDING)
DH IS A GLOBAL BRAND THAT ACTS AS THE PARENT COMPANY
WITH SEPARATELY RUN AND FUNDED BUSINESS UNITS
(SIMILAR TO THE VIRGIN GROUP, E.G. VIRGIN AMERICA, VIRGIN ATLANTIC, VIRGIN MOBILE)
DH PRIORITIES:
DH MOVEMENT = DH TEAM + DH COMMUNITY
DH BRAND
REVENUE FOR SUSTAINABILITY
SCALABLE & MEASURABLE ORGANIZATION
PROOF IN THE PUDDING
ZAPPOS.COM IS LIVING PROOF OF HOW HAPPINESS AS A BUSINESS
MODEL CAN BE SUCCESSFUL:
OVER $1 BILLION IN SALES IN LESS THAN 10 YEARS
FORTUNE'S BEST COMPANIES TO WORK FOR LIST 3 YEARS IN A ROW
DOWN THE LINE, DOWNTOWN COMMUNITY CAN BE AN EXAMPLE OF
HOW HAPPINESS CAN BE APPLIED TO A CITY (SIN CITY TO SIM CITY)
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
13. OUR HIGHER PURPOSE
TO GROW A GLOBAL MOVEMENT SO WE CAN
SPREAD AND INSPIRE HAPPINESS AT WORK, IN
OUR COMMUNITIES AND EVERYDAY LIVES
PRINCIPLES
INSPIRATION
ICEE COMMUNITY
EDUCATION | EMPOWERMENT
EXPERIENCES
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14. WHAT IS DH?
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
15. WHAT IS DH?
WHO ARE WE?
A COMPANY WITH A CAUSE: TO GROW A MOVEMENT THAT SPREADS AND INSPIRES
HAPPINESS IN THE WORLD
WHAT DO WE DO? ICEE.
INSPIRE, CONNECT LIKEMINDED PEOPLE TO A COMMUNITY, EDUCATE/EMPOWER AND
CREATE MEANINGFUL EXPERIENCES
WHY DO WE DO IT?
PEOPLE. OUR #1 PRIORITY IS THE DH MOVEMENT = DHTEAM + DHCOMMUNITY
THE DH MOVEMENT WAS CREATED TO GROW AND CULTIVATE THIS COMMUNITY
WHO IS OUR COMMUNITY? PEOPLE INSPIRED BY THE DH MESSAGE
- GENERAL COMMUNITY (FACEBOOK/TWITTER/DH.COM)
- VHPs (VERY HAPPY PEOPLE)
- TOWN HALL LEADERS
- SUB-COMMUNITIES (e.g. BUSINESSES/ENTREPRENEURS, EDUCATION, NONPROFITS, GOVERNMENT,
HEALTH CARE/WELLNESS & NUTRITION, FAMILIES)
TAGLINE
INSPIRE AND BE INSPIRED
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
16. WHAT IS DH?
CONTINUED
WHY DOES IT MATTER?
FINDING HAPPINESS AND MEANING ARE BASIC HUMAN PURSUITS, YET
RESEARCH SHOWS WE'RE BAD AT PREDICTING HOW TO OBTAIN THEM.
FORTUNATELY, RESEARCH ALSO SHOWS THAT THERE ARE PRACTICAL WAYS
TO MAKE PEOPLE HAPPIER - WHETHER IT’S IN:
BUSINESS (e.g. ENGAGE EMPLOYEES, INCREASE PRODUCTIVITY)
OR
GENERAL LIFE (e.g. BUILD MEANINGFUL RELATIONSHIPS, FOLLOW YOUR
PASSIONS)
DELIVERING HAPPINESS BELIEVES IT MAKES COMMON SENSE, HUMAN SENSE
AND BUSINESS SENSE TO MAKE A CHANGE – BIG OR SMALL – TO NUDGE OUR
WORLD TOWARDS A HAPPIER PLACE.
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
17. WHAT DH IS NOT...
DH IS NOT “SELF-HELP”
WE USE EDUCATION, STATS AND RESEARCH AS THE SUBSTANCE
BEHIND OUR TAKE ON HAPPINESS
1. DH is based on ACADEMIC research, the science of happiness and positive
psychology.
2. Not intangibles of “YOU’RE HAPPY, I’M HAPPY, WOOHOO WE’RE ALL
HAPPY”.
WE DON’T PREACH OR ACT LIKE “GURUS”, WE:
1. Provide guidance and frameworks.
2. Provide tools and resources to help define ways to be happy (tangible and
executable).
3. Nudge people to make a shift in their lives – big or small – towards passion,
purpose and happiness
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
18. BUSINESS STRUCTURE
THE
CARAVAN
BUSINESS UNIT
BUGGY
FUNCTIONAL UNITS WITHIN
“PARENT” BRAND OF DH
SEPARATELY RUN AND PRODUCT COMMUNITY/CHAT BRAND/PR
FUNDED BUSINESSES DEVELOPMENT Community Happiness MARKETING
Action Team
Design, Speaking,
DH Merchandising The DH Tribe, VHP, Publishing
DH STORE CULTURE Town Hall Leaders
COACHING
DH EDUCATION DH SPEAKING DH & DH2 BOOK
SUPPORT WHEELS
CONTENT FINANCE &
ACCOUNTING
Web, Blog, Email, HUMAN
Social Community, RESOURCES
Newsletter
ADMIN SUPPORT
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
19. EXAMPLES OF THE DH MOVEMENT
HAPPIER WORKPLACES AND COMMUNITIES IN THE WORLD
DHCC (DH CULTURE CONSULTING)
MEANINGFUL INTERACTION IN THE COMMUNITY
(HAPPINESS EXPERIENCES)
GENERAL
VHP
TOWN HALLS (VIRTUAL AND PHYSICAL)
MEANINGFUL CONTENT
BLOG, NEWSLETTER
VIDEOS, PHOTOS
JOIN THE MOVEMENT/INSPIRED STORIES FROM THE COMMUNITY
BOOKS
SPEAKING EVENTS
STORE
INSPIRATIONAL GEAR AND GOODS
EDUCATION
PhD PROGRAM COLLABORATION
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
20. COMPANY GOALS
THE COMMUNITY AND MOVEMENT
THAT WE ALL WANT TO BE A PART OF
THE DH BRAND
BE
BY CONTRIBUTING TO DH CULTURE AND NUDGING THE
WORLD TOWARDS PASSION, PURPOSE AND HAPPINESS
SUSTAINABLE
BY BUILDING REVENUE TO MAKE DH SELF-SUFFICIENT
SCALABLE AND MEASURABLE
BY OPERATING ON A GLOBAL SCALE, DOING MORE
WITH LESS AND QUANTIFYING THE IMPACT OF OUR
MOVEMENT
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DH INTERNAL MASTER PLAN CONFIDENTIAL — DO NOT DISTRIBUTE
21. DH MOVEMENT
HERE WE GO!
QUESTIONS?
JENN@DELIVERINGHAPPINESS.COM