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Similar to Culture Eats Strategy for Breakfast
Culture Eats Strategy for Breakfast
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- 5. VALUES BASED HIRING •1. Deliver WOW Through Service • 2. Embrace and Drive Change • 3. Create Fun and A Little Weirdness • 4. Be Adventurous, Creative and Open- Minded • 5. Pursue Growth and Learning • 6. Build Open and Honest Relationships With Communication • 7. Build a Positive Team and Family Spirit • 8. Do More With Less • 9. Be Passionate and Determined • 10. Be Humble @brettonputter #CultureEats
- 6. EXPECTED BEHAVIOURS • Value7: Build a positive team and family spirit – Question 1: “What’s the biggest challenge you faced working in a team environment? How did you handle it?” – Question 2: “What co-worker behaviours drive you crazy? How do you handle it when someone is doing it?” @brettonputter #CultureEats
- 7. JOB AD JOB DESCRIPTION ONBOARDING PROBATION PERFORMANCEREVIEWS CULTURE COMMITTEE LEADING WITH VALUES @brettonputter #CultureEats
- 8. 1. MEASURE &CONTROL 2. INVEST OR ALLOCATE FUNDS 3. REWARD 4. PROMOTE, HIRE & FIRE 5. CRISIS BEHAVIOUR 6. EDUCATE / MENTOR / COACH @brettonputter #CultureEats EMBEDDING CULTURE
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- 10. Panel Session • SauravChopra – CEO Perkbox • Alastair MacLeod – MD Solera • Colette Ballou – CEO BallouPR • Roshan Wijayarathna – Director SVB • Rob O’ Donovan – CEO CharlieHR Fireside Chat • Nilan Peiris – VP Growth Transferwise
Editor's Notes
- #2 When I ask my clients “WHAT IS YOUR GREATEST ASSET” 9/10 say THEIR people By a show of hands, WHO AGREES with this statement And WHO DISAGREES? Could you tell me WHY WHICH one of your team is COMPLETELY IRREPLACEABLE, if they left TOMORROW your business WOULD STOP EVERYBODY IS REPLACEABLE If that is the case…
- #3 SUPERGLUE THAT BINDS TEAM GOOD & BAD TIMES We realise how VALUABLE CULTURE is BUT CULTURE IS HARD FOCUS ONLY FOCUS ON IT WHEN BECOMES PROBLEM SUB/INV IT IS POSSIBLE… WHAT DO THESE $BN COMPANIES, THAT SO MANY OF US ADMIRE, HAVE IN COMMON
- #4 WHAT DO THESE $BN COMPANIES THAT SO MANY OF US ADMIRE HAVE IN COMMON INCREDIBLE CULTURES That they defined early in their DEVELOPMENT TAPPED INTO DURING THEIR SCALING PHASE
- #5 HOW DO WE MOVE FROM THE SUB/INV TO THE VIS/CONS How do we become the next GOOGLE, APPLES and AMAZONS of the world? BRING THE KEY ELEMENTS OF YOUR COMPANY TO THE SURFACE ------- BRIDGE to values CULTURE – starts with VALUES and your VALUES determine your BEHAVIOURS and MOTIVATIONS VALUES ARE everywhere – team / customer / partners How do you BUILD THEM INTO THE FABRIC OF THE COMPANY Eg VALUES BASED HIRING
- #6 Tell me how you FEEL as I GO through these company VALUES If you were a potential EMPLOYEE – how would you FEEL reading these VALUES
- #7 Negative QUESTION – Not typical HOW YOU TURN VALUES into interview QUESTIONS ---- BRIDGE Interviewed 25 CEOs
- #8 Hubble – JOB AD Duel – Job Description Etc ACTION POINT ------ BRIDGE to culture You can take these IDEAS and implement them – BUT now you have to EMBED the values FURTHER into your CULTURE I have 6 TOOLS you can USE to EMBED
- #9 Culture is not just buying a READY MADE bunch of flowers CULTURE IS LIKE A GARDEN AND YOU ARE THE HEAD GARDENER. WHAT is IMPORTANT in your BUSINESS and how your ACTIONS DEMONSTRATE it. CONSISTENT / CONSISTENT / CONSISTENT How CONSISTENT are you with what you communicate and HOW YOU BEHAVE In summary VALUES are the FOUNDATIONS of your CULTURE and you should invest THE time and effort to DEFINE, EMBED & REINFORCE them.