Example of Great, Inspiring Company Values by CEO of Twilio

Excellent post on creating great company values (versus lame ones) & challenges behind “living them” by the Twilio CEO. Encourage you to check out the article below.

“CULTURE is a word that Silicon Valley and startups everywhere toss around all the time,” says Lawson. “What does it really mean and how does it relate to VALUES? What I landed on is that culture is living your values.

Values are written words, and your culture is how you actually live those written words.”

“Our values are in motion, specifically through a three-stage lifecycle that gets us to the next stage of growth. First, we articulate our values, then live them and finally, test them.”

Love these two values the most (see the picture below): 

1) “Empower Others: Make Heroes. Unleash the greatness of others inside and outside the company.”

2) “No Shenanigans: Be thoughtful. Always deal in an honest, direct, and transparent way.”

Values are for guiding behaviors and helping people make decisions that everyone will support and feel proud about.  

Values are really really hard to get right and usually take iteration. But it’s worth investing in because the positive/negative consequences are massive. 

https://firstround.com/review/draw-the-owl-and-other-company-values-you-didnt-know-you-should-have/

HR Podcast: Practical Teamwork & Onboarding w/ Jason Treu

Anthony & I get into a “meaty” conversation on his fantastic human resources podcast (E1B2 Podcast -Employee 1st Business 2nd) on the challenges w/ employee engagement, employee experience, culture building, teamwork, new employee onboarding, & other HR areas.

“In today’s episode, we cover the following topics ( Why teamwork is the most important company asset and least understood. We also discuss why and the cost/impact strategies and tools to build it. We also conduct a deep dive into Why 99% of onboarding is broken and what to do about it; what matters the most as it pertains to onboarding new employees? Finally what brands need to care about the most from a psychological perspective during the onboarding process!)”

The Secret to Building Great Teams: Create User Manuals [My article in Talent & Culture Magazine]

The Secret to Building Great Teams: Create User Manuals
The Secret to Building Great Teams: Create User Manuals [Talent & Culture Magazine]

I came across a dozen or so exceptional managers that used different versions of “user manuals” or “how-to-work-with-me-manuals.” They told me they were game-changers for productivity, performance, communication, and teamwork. They minimized and eliminated misunderstandings, biases and much more. What are they? Read on and learn!

Julie Zhou mentioned in her fantastic book, The Making of a Manager: What to Do When Everyone Looks at You.

In what scenarios would you use them?

  • Onboard new employees with teams
  • Build much better relationships and teamwork on existing teams
  • Use with people you would work within different groups
  • Use in working groups
  • Use during mergers and acquisitions
  • Use in conflict resolution
  • And many more scenarios!

Here is an excerpt from the article that discusses the strategy and how to do them:

“Learning how best to work with others is a huge challenge that often derails and stalls organizations. Over many years I’ve seen tremendously talented and productive teams struggle because of subtle misunderstandings, miscommunications and unspoken conflicts. Most business failures stem from these issues.

Leaders often talk about the importance of teamwork, but they rarely say exactly how to do it.

Here’s one game-changing step your organization and/or team can take: implementing a “How to Work With Me” manual and process. It’s a detailed instruction road map on individual preferences for areas such as communication, trust and pet peeves. It sets clear expectations on how to interact without trying to guess or infer what the other person means. It allows people to be authentic without being misunderstood.

It also instantly increases trust and team chemistry. You’ll see direct bottom-line benefits such as increased performance and fewer conflicts and miscommunications.

Organizations such as StripeDropboxNorselab and BetterCloud and teams at FacebookAmazon and Google are already using this approach and seeing an immense impact.

Guessing What People Want Is Not Communication

No matter how well we think we read people, everyone could use some help. None of us are perfect at it. But we can be much, much better.

We all have different personalities, communication styles, expectations and needs. We’ve been shaped by different experiences and histories. That creates challenging dynamics when you bring together leaders, managers and employees and expect them to accomplish difficult goals.

Organizations throw people together in teams and expect them to “magically” figure out each other’s personalities, preferences and hot buttons through guesswork, mind reading and trial-and-error. It would be similar to having to assemble IKEA’s most complicated piece of furniture without the instructions.

People often end up trying to analyze and predict what others like, hate, need and want, instead of asking them directly. This results in a rollercoaster ride of confusion, miscommunication, misunderstandings, unmet expectations, anxiety, fear and disappointment.

Despite all our best intentions, this process and environment is primed for broken trust, poor relationships and underperforming teams.

Why Leaders & Managers Need to Build Self-Improving Teams

Creating a strategy of self-improving teams is a major strategic advantage for any organization. Team provides feedback that improves individual performance and effectiveness without complete reliance on the manager and/or performance review process. 

It also is proven to increase successes and improve learning from setbacks. 

In HBR’s May issue, it goes into deep research on why teams and teamwork should be the focal point for success.

https://www.google.com/amp/s/thriveglobal.com/stories/how-to-build-self-improving-team-manager-leadership/amp/

#teamwork #teams #performance #talentmanagement #hr #shrm #leadership #chro # #managertraining 

Best Things in the Workplace Are Free – Connection

“Best Things in Life Are Free.” That’s the classic song in MadMen when Burt Cooper dies. It’s signifies the #1 asset and “secret sauce” that leaders typically overlook. 

People value and are starving for true connection, complete trust, & teamwork with people who deeply care. 

It’s that emotional bond that enables us to accomplish and create the seemingly impossible. 

It’s also what brings the very best out of us individually and collectively. 

People after the fact point to success as the stock price, profit, sales, etc. But that completely misses the mark. That’s the effect, not the cause. 

The gold is in first creating the unbreakable foundation for “the together team.” It’s not to get distracted by process, strategy, etc. Because then leaders make lack of time excuses why they built the foundation on sand. We know what happens over time when they do (and the huge financial cost and emotional turmoil for poor teamwork).

Coco Chanel said, “The best things in life are free. The second-best things are very, very expensive.”

When leaders and managers behaviors and actions prioritize the business over the team, it requires them to pay a very expensive price. 

Here’s the video from MadMen that’s worth a watch: https://lnkd.in/e8gD2HF

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