Corporate Culture Inspirational Video

Summary

The video script emphasizes the importance of a values-driven culture in organizations, linking it to high performance and profitability. It discusses the shift from a self-centered leadership paradigm to one focused on the common good, advocating for a 'best for the world' approach. The speaker shares personal experience, highlighting the impact of company culture on success, and stresses the significance of aligning values with employee behavior. The script also touches on the difficulty of changing culture, suggesting it requires personal transformation.

Takeaways

• 📈 Values-driven cultures are linked to high performance and profitability.
• 🌐 A study across 50 countries shows alignment of organizational and personal values is key to success.
• 🔄 There's a shift from 'best in the world' to 'best for the world' in leadership paradigms.
• 🤝 The focus is on honor, respect, care, and protection of employees, regardless of their position.
• 🏢 Leadership must be values-based to foster a strong company culture.
• 🚀 The speaker's own experience with Link Exchange highlights the importance of culture over skillset.
• 📚 Values should be a central, frequently referenced document in an organization.
• 👥 The right employees are self-motivated, self-managed, and driven to achieve results.
• 🤔 Modern leadership is about asking the right questions, not just providing answers.
• 🛠 Changing company culture is challenging because it requires personal change.

Q & A

What is the correlation between values-driven cultures and organizational success?

Values-driven cultures are highly correlated with high performance and profitability. Organizations with a strong set of values that align with employees' personal values and desired culture tend to be the most profitable.

How many organizations and countries were studied in the past 10 years regarding their values?

Over 1,000 organizations in more than 50 different countries were studied to understand the impact of values on organizational success.

What is the shift in leadership paradigm suggested by the script?

The shift is from a paradigm of 'what's in it for me' to 'what's best for the common good', moving from being the best in the world to being the best for the world.

What was the outcome of neglecting company culture in the speaker's previous venture, Link Exchange?

The company culture went downhill, leading to its sale to Microsoft because they didn't prioritize cultural fit when hiring, focusing only on skills and experience.

Why is it important to have values that are not just written but also lived and talked about in an organization?

Values should be a written reminder of the acceptable behavior within an organization. They should be looked at, lived, and talked about daily to ensure they guide the organization's culture effectively.

What is the number one value at WD40 as mentioned in the script?

The number one value at WD40 is 'doing the right thing'.

What is the significance of the values piece of paper being tattered in an organization?

A tattered values piece of paper signifies that it is frequently referred to and discussed, indicating its importance and active role in shaping the organization's culture.

What qualities define the 'right people' in an organization according to the script?

The 'right people' are self-disciplined, self-motivated, self-managed, self-obsessively driven to achieve results, and are self-learners.

How does the speaker describe the change in the leadership model from the old to the new?

The old model was about leaders having all the answers, whereas the new model is about leaders asking the right questions and empowering their team members.

What is the difference between the short-term and long-term focus of businesses as per the script?

The short-term focus is on immediate results, while the long-term focus is on understanding and addressing the implications of the business model and culture.

Why is changing an organization's culture difficult?

Changing an organization's culture is difficult because it requires changing oneself and the ingrained behaviors and attitudes of the people within the organization.

Outlines

00:00

🌟 Values-Driven Cultures Excel

The speaker discusses the significant evidence supporting the idea that companies with values-driven cultures achieve high performance and are the most desirable places to work. Over the past decade, they've analyzed over 1,000 organizations across 50 countries and found that those with a strong, aligned set of values are the most profitable. They emphasize a shift from 'best in the world' to 'best for the world,' highlighting the importance of values in leadership and the recognition that true leadership involves having questions rather than all the answers.

Keywords

💡Values-driven cultures

A values-driven culture refers to an organizational culture that is deeply rooted in a set of core values that guide the behavior and decision-making of its members. In the context of the video, it is highlighted as a key factor in producing high returns and high performance, making companies more attractive places to work. The speaker emphasizes that organizations with a strong alignment between their values and employees' personal values are the most profitable.

💡Alignment

Alignment in this context refers to the consistency and harmony between an organization's values and the values of its employees. It is mentioned as crucial for creating a desired culture where people feel their personal values are mirrored in the workplace. The video suggests that alignment leads to better performance and profitability.

💡Consciousness perspective

The consciousness perspective mentioned in the video implies a way of thinking that prioritizes collective well-being over individual gain. It contrasts with an 'old paradigm' of leadership focused on personal success. The speaker advocates for a shift from 'best in the world' to 'best for the world,' highlighting the importance of values-based leadership that considers the common good.

💡Leadership paradigm

The leadership paradigm discussed in the video refers to the prevailing models or approaches to leadership. The speaker critiques the old model, which is centered on leaders having all the answers, and instead promotes a new model where leaders ask questions and empower their teams. This shift is part of the broader cultural change advocated in the video.

💡Company culture

Company culture encompasses the values, behaviors, and practices that characterize a company. The video emphasizes the importance of a healthy company culture for business success, particularly one that is values-driven and aligns with employees' values. The speaker shares a personal anecdote about neglecting company culture, which led to the sale of his previous company.

💡Values piece of paper

The 'values piece of paper' is a metaphor used in the video to describe how an organization's values should be a document that is frequently referred to, discussed, and lived by its members. It should be as worn and well-used as an employee's job description, indicating its importance in daily operations and decision-making.

💡Self-motivated

Self-motivated individuals are those who are driven by an internal desire to achieve goals without the need for external pressure. In the video, the speaker highlights self-motivation as a key trait of the 'right people' in an organization, suggesting that values-driven cultures attract and thrive on such individuals.

💡Hiring mistakes

Hiring mistakes are errors in the recruitment process that result in hiring individuals who do not fit the company's culture or values. The speaker discusses how hiring for skills and experience without considering cultural fit can lead to a decline in company culture, as was the case with his previous company.

💡Long-term implications

Long-term implications refer to the future consequences or effects of current actions or decisions. The video stresses the importance of considering these implications when managing a company's culture, as changing culture is difficult and has lasting effects on the organization's success.

💡Change management

Change management is the process of guiding an organization through change. In the video, the speaker notes the difficulty of changing a company's culture, which requires not just altering external practices but also shifting the internal mindsets and behaviors of its members.

💡Desired culture

A desired culture is an ideal state of organizational culture that an organization aims to achieve. The video suggests that this is one where there is a strong alignment between the organization's values and those of its employees, leading to high performance and profitability.

Highlights

Values-driven cultures produce high returns and are the best companies to work for.

Over 1,000 organizations in 50 countries were mapped to study their values.

Organizations with a strong set of values aligned with personal and desired culture are the most profitable.

Leadership paradigms are shifting from 'what's in it for me' to 'what's best for the common good'.

There's a need to shift from 'best in the world' to 'best for the world'.

Leadership must be values-based to honor, respect, care for, and reward employees.

The founder's experience with Link Exchange and the importance of company culture.

Hiring for skill sets without considering culture can lead to a decline in company culture.

Values should be one of the most referred to documents in an organization.

Values are a reminder of the only acceptable behavior in an organization.

WD40's number one value is 'doing the right thing'.

Zappos emphasizes the importance of company culture from the beginning.

The right people are self-disciplined, self-motivated, and self-managed.

Leadership is about having the right questions rather than all the answers.

Business models are changing to focus on long-term implications rather than short-term fixes.

Changing company culture is difficult because it requires changing oneself.

Transcripts

so much evidence these days to show that

values-driven cultures Produce High

returns high performance and simply the

best companies on the planet to work for

over the past 10 years we mapped the

values of over 1,000 organizations in

over 50 different countries and what we

found is that the organizations where

they have a current culture culture

which has a strong set of values which

not only align with people's personal

values but also align with what people

would like to see as a desired culture

these these organizations are the most

profitable by a long

[Music]

way and we're operating out of an old

Paradigm of leadership but if you look

at it from a Consciousness perspective

we're really operating out of a paradigm

of what's in it for me as opposed to

what's best for the common good so

instead of being the best in the world

we need to be the best for the world

this is a shift best in the world to

best for the world honor respect care

for protect and reward your employees

regardless of title or position people

who are in positions of

leadership are recognizing um that their

leadership must be values based

well the culture part I had actually

started a company called link exchange

with a college roommate back in

1996 and we grew that to about a 100 or

so people and then ended up selling the

company to Microsoft but what most

people don't know is that the reason we

ended up selling it was because the

company culture just went downhill we

didn't know any better to pay attention

to it so we hired all the people with

the right skill sets and experience but

um um but they weren't culture fits

values the values piece of paper in your

organization should be one of the two

most tattered pieces of papers you have

the other one is the job description of

your employees but the the values should

be looked at lived and talked about and

encouraged on a daily basis values are a

written reminder of the only acceptable

behavior you can have in an

organization the number one value at

WD40 is we're going to do the right

thing that's what we're about is doing

the right thing with zap was wanted to

make sure we didn't make that same

mistake again and um and so pretty much

from the beginning paid attention to

company culture the right people are

self-disciplined are self motivated are

self-managed are self- obsessively

driven to make great results are

self-learners and as we wrote in good to

Great the moment that you begin to feel

the need to tightly manage someone

might have made a hiring mistake the old

model to me was all about the leader

having the answers now it's about the

leader having the questions and the

power of being you know invested into

into the the people the followers and

that's I think in business what we're

talking about in terms of the change in

the business model it's not about just

getting that short-term fix of results

it's about understanding the longer term

implications because it's difficult to

change your culture now why might that

be

it's difficult to change your culture

because you have to change

[Music]

yourself yes

[Music]