Corporate Culture Inspirational Video
Summary
TLDRThe 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
- đ Values-driven cultures are linked to high performance and profitability.
- đ A study across 50 countries shows alignment of organizational and personal values is key to success.
- đ There's a shift from 'best in the world' to 'best for the world' in leadership paradigms.
- đ€ The focus is on honor, respect, care, and protection of employees, regardless of their position.
- đą Leadership must be values-based to foster a strong company culture.
- đ The speaker's own experience with Link Exchange highlights the importance of culture over skillset.
- đ Values should be a central, frequently referenced document in an organization.
- đ„ The right employees are self-motivated, self-managed, and driven to achieve results.
- đ€ Modern leadership is about asking the right questions, not just providing answers.
- đ 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
đ 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.
Mindmap
Keywords
đĄValues-driven cultures
đĄAlignment
đĄConsciousness perspective
đĄLeadership paradigm
đĄCompany culture
đĄValues piece of paper
đĄSelf-motivated
đĄHiring mistakes
đĄLong-term implications
đĄChange management
đĄDesired culture
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]
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