What did you learn today?

Deepstash helps you capture & organize the key insights from all online sources! We are a place for lifelong-learners to build their personalized knowledge library.

Don’t have an account? Join the waiting list:
Thoughts on Company Culture
Thoughts on Company Culture
It is said that culture eats strategy for breakfast. What is culture and what are great companies doing to master this game.
64 followers
CONTENT FROM:
Creating Culture – Andy Dunn – Medium
2 insights
Culture Eats Strategy For Breakfast. So What's For Lunch?
1 insight
How To Catch Lightning In A Bottle – Wieden+Kennedy – Medium
1 insight
Strategy Is Culture – NewCo Shift
1 insight
The Curse of Culture – Stratechery by Ben Thompson
1 insight
how to hire and attract amazing people
1 insight
Fostering a Sustainable Company Culture – Jonmichael Moy – Medium
1 insight
When You Start a New Job, Pay Attention to These 5 Aspects of Company Culture
1 insight
The Culture Cliché – Signal v. Noise
1 insight
Are you a missionary or a mercenary? – The Happy Startup School – Medium
1 insight
Culture At Netflix | Netflix Jobs
1 insight
12 INSIGHTs ON: Company Culture9Culture3Strategy3Mission & Vision2
REARRANGE YOUR INSIGHTS:
how to hire and attract amazing people
Saved in
“Talent is the multiplier. The more energy and attention you invest in it, the greater the yield.”

- Marcus Buckingham, author and business consultant

1 month, 2 weeks ago
Deepstash
How To Catch Lightning In A Bottle – Wieden+Kennedy – Medium
Saved in
Losing the plot

Every once in awhile you have a moment where you worry you may have lost the plot.

  • You’re not sure what you’re doing or why.
  • You’re not sure what the right next step isor when to take it.
  • You look around and you’re not sureif you love the workyou’re seeing.
  • You’re not sure who sees the work you love.
  • You’re not sure where the clients are.
2 months ago
Deepstash
Fostering a Sustainable Company Culture – Jonmichael Moy – Medium
Saved in
Culture is how we do things around here

Company Culture is the beliefs and behaviours that impact everything from interpersonal relationships to partnerships to marketing to customer service. It is a set of tenets that dictate every aspect of an organization’s operations, and should act as a beacon attracting talent who intrinsically share the same values.

When Patty McCord served as the Chief Talent Officer at Netflix, she built a corporate culture with no limits on vacation, a five-word expense policy and a belief that employees should be treated as adults.

2 months, 1 week ago
Deepstash
Culture Eats Strategy For Breakfast. So What's For Lunch?
Saved in
"Culture eats strategy for breakfast."
"Culture eats strategy for breakfast."

The phrase was attributed to Peter Drucker in 2006 by Mark Fields, who later became chief executive of motor giant Ford, and 11 years on it is gaining new currency as part of the movement for purpose-led business.

2 months, 1 week ago
Deepstash
Creating Culture – Andy Dunn – Medium
Saved in
Tribalism & Culture

For all the benefits of jet travel and Skype, trust and tribalism are still powerful forces of human nature which create in-groups and out-groups in no time. It happens with multiple offices, departments, teams inside larger teams etc...

And this is one of the hardest things to contend with as your company scales is the development of in-groups and out-groups. You will find it a true labor of love to find the right mixture of federal vs. state culture. Scale itself becomes a problem.

Potential solutions: 

  1. You want to invent ways to keep your company small as you scale. 
  2. Create mini-cultures that are strong on their own, and that sum up to a larger Voltron-like commonality of aligned purpose. 
  3. Invest our energy in tribal identities like the Ninjas, the service team, etc. Allows employees to have their own independent spirit. 
4 months, 1 week ago
Deepstash
2
Creating Culture – Andy Dunn – Medium
Saved in
Hire for mission allignement
The best way to test for passion for the mission is watch who values title and cash over equity. People who really love your company will want more stock than salary, and they won’t care much about title. 


A wise man once told me: watch intently what people negotiate for, for it reveals more about their intentions than their words do. Someone I know calls it the “start-up hiring intelligence test”: you make two offers, $Y cash and X stock options, or 0.8$Y and 2X stock options. If they take the first offer, you pull it.

4 months, 1 week ago
Deepstash
2
Culture At Netflix | Netflix Jobs
Saved in
Highly Aligned, Loosely Coupled - Netfilix Example

As companies grow, they often become highly centralized and inflexible. Symptoms include:

  • Senior management is involved in many small decisions
  • There are numerous cross-departmental buy-in meetings to socialize tactics
  • Pleasing other internal groups takes precedence over pleasing customers
  • The organization is highly coordinated and less prone to error, but slow and frustrating

At Netflix "We avoid this by being highly aligned and loosely coupled. We spend lots of time debating strategy together, and then trust each other to execute on tactics without prior approvals. Often, two groups working on the same goals won’t know of, or have approval over, their peer activities. If, later, the activities don’t seem right, we have a candid discussion. We may find that the strategy was too vague or the tactics were not aligned with the agreed strategy. And we discuss generally how we can do better in the future."

4 months, 3 weeks ago
3
The Culture Cliché – Signal v. Noise
Saved in
The 3 levels of organizational culture

1.Artifacts: Artifacts are things you can see, touch, smell. Ping pong tables, happy hours, and free lunches. It’s also the office layout, the logo rebranding you just did, and your company holiday party. This is typically what we think of when it comes to company culture.

2. Espoused values and beliefs: These are the things you think you believe and say you believe. It’s the mission statement you wrote together as a company, the code of conduct that’s in your employee handbook, or the six core company values your CEO talks about during your all-staff meeting.

3. Basic underlying assumptions:The final, core layer of culture. Basic underlying assumptions are the things you actually believe. Basic underlying assumption steer our decision-making. Our basic underlying assumptions are the foundation of culture. If we can influence our basic underlying assumptions, we can influence culture.

[Edgar Schein].

4 months, 3 weeks ago
2
Are you a missionary or a mercenary? – The Happy Startup School – Medium
Saved in
Passion -> Purpose -> People -> PROFIT
"[Is the] company a missionary or a mercenary? The missionary is building the product and building the service because they love the customer, because they love the product, because they love the service. The mercenary is building the product or service so that they can flip the company and make money. One of the great paradoxes is that the missionaries end up making more money than the mercenaries anyway. ” Jeff Bezos
5 months, 1 week ago
Deepstash
1
When You Start a New Job, Pay Attention to These 5 Aspects of Company Culture
Saved in
The 5 dimensions of company culture

Relationships

  • Do you need to spend time building a relationship with someone before asking them for help or input on a project? Or is it acceptable to gather a list of “go-to” individuals whom you can simply email for assistance when you need them?
  • Observe where and how your colleagues get work done and make decisions. Do they spend much of their time meeting with one another, or do they tend to be at their desks or work from home?
  • Are people friendly and open to meeting with you? Or do they appear to be nice but repeatedly cancel “meet and greets”.

Communications

Is it happening through formal channels, like meetings that are always set in advance, and to which everyone comes well-prepared? Or do individuals more often communicate spontaneously with little or no documentation?

In more-hierarchical environments, you might have to “pre-clear” any communications upward in the hierarchy with your boss. In less hierarchical organizations, people may be encouraged to email senior leaders to chat with them.

Decision-Making

Does the company have a bias for action or a bias for analysis and consensus.

Individual Versus Group Perspectives

Some companies approach work as being largely the product of individuals, while in others it is the product of a collaborative orientation. If an organization is very individualistic in its approach, it will generally support a “hero mentality” that recognizes the ambitious individual.

Group-focused organizations provide more of a safety net in that risks and rewards are shared, but it may be harder to stand out as an individual and differentiate yourself.

Change Agents

Most places are resistant to outsiders bent on change. But the challenge for any incoming leader is to determine what you can challenge in the culture, and when you should do so.

Pacing and buy-in are also critical factors. You need to ask: Can I be a highly assertive, fast-paced champion of change, or do I need to invest in engagement, dialogue, and consensus building first? You need to figure it out by watching reactions to the initial recommendations you make. 

5 months, 1 week ago
Deepstash
The Curse of Culture – Stratechery by Ben Thompson
Saved in
Culture = Leadership

 Culture and leadership closely, we see that they are two sides of the same coin; neither can really be understood by itself. Cultural norms define how a given nation or organizations will define leadership—who will get promoted, who will get the attention of followers.Tt can be argued that the only thing of real importance that leaders do is to create and manage culture; that the unique talent of leaders is their ability to understand and work with culture; and that it is an ultimate act of leadership to destroy culture when it is viewed as dysfunctional.

6 months ago
2
Strategy Is Culture – NewCo Shift
Saved in
Strategy = Culture

Peter Drucker famously said, “Culture eats strategy for breakfast". It implies culture being more important than strategy. But culture isn’t more important than strategy, it is strategy.

Your strategy is not what you’re trying to do (those are your goals), but rather how you plan to do it, and your culture determines how you work. Without culture a strategy is just a bunch of words.

6 months, 2 weeks ago
Deepstash
2
Organize your knowledge ... with a Deepstash account
Collect insights from all over the web & save them for your next project.
Have an account?