More Related Content Similar to Culture Summit 2017 - The Secret to Scaling Great Culture – Focus on Principles and Not Rules (20) More from Culture Summit (20) Culture Summit 2017 - The Secret to Scaling Great Culture – Focus on Principles and Not Rules4. 4© 2017 BSIDE
HOW TO PLAY BS!
Objective: Be the first to get rid of all your cards in order from Aces to Kings.
1. Sit in a circle and deal out an entire
deck of cards evenly to each player.
2. Person who arrived to the workshop
first begins by placing Aces in the
middle of the table face down, stating
the number of cards (i.e. two Aces)
even if they had no Aces.
3. Moving clockwise, the second player
places 2's in the center even if they
have no 2's. Then 3's, 4's, and so on.
4. Any player can call “BS" if they think
the person is bluffing. If the player is
bluffing, that placer picks up the stack
of cards in the middle. If they aren't
bluffing, the accuser takes the cards.
5. 5© 2017 BSIDE
LET’S TRY A DIFFERENT APPROACH
Objective: Be the first to get rid of all your cards in order from Aces to Kings.
• Work collaboratively with one another, not competitively.
• Put aside previous notions of the right way to do things.
• Listen to everyone’s ideas as it’s often the seemingly crazy one that’s most
helpful.
• Use a visual method to scan and select from the whole.
• Encourage people to play to their strengths as not everyone needs to do the
same thing.
• Focus on just good enough as seeking perfection can waste precious time.
15. 15© 2017 BSIDE
“We were no longer allowed to
talk with customers as if they
were human beings. We had to
follow a script.”
– Former Blockbuster Clerk
19. 19© 2017 BSIDE
“The goal is to increase employee
freedom, not decrease it.”
– Reed Hastings
22. 22© 2017 BSIDE
RULES VS. PRINCIPLES
INSTRUCTIONS
CONTROL
BUILT TO AVOID CHANGE
ENFORCEMENT
EVERYONE FOR THEMSELVES
SECRECY
LOWEST COMMON DENOMINATOR
GUIDELINES
EMPOWERMENT
BUILT TO EMBRACE CHANGE
SUPPORT
ALL IN IT TOGETHER
TRUST
FOCUS ON BEST SCENARIO
25. 25© 2017 BSIDE
Hong Kong has always been part of China.
9/11 has always been in the textbooks.
Napster has always been legal.
Y2K is a meaningless term.
Netflix has always existed.
The weird sounds from dial-up? What?
THE WORLD ACCORDING TO GEN Z
28. 28© 2017 BSIDE
IN A VUCA WORLD WE CAN’T EXPECT
TO KNOW ALL THE ANSWERS.
WE OFTEN DON’T EVEN KNOW THE
RIGHT QUESTIONS
32. 32© 2017 BSIDE
REINVENTING ORGANIZATIONSA GUIDE TO CREATING ORGANIZATIONS INSPIRED BY THE NEXT STAGE OF HUMAN CONSCIOUSNESS
“It is a challenge for any
organization to create an
environment where people feel
safe to show up whole.”
– Frederic Laloux
33. 33© 2017 BSIDE
ORGANIZATIONS MUST CONTINUE TO EVOLVE
IMPULSIVE
Street Gangs
CONFORMIST
Catholic Church
ACHIEVEMENT
Most Companies
PLURALISTIC
Co.s Known for Ideals
EVOLUTIONARY
A Few Pioneering Cos
WHOLE LIVING
ORGANISM
FAMILY
MACHINE
ARMY
WOLF PACK
34. 34© 2017 BSIDE
TODAY’S ORGS NEED TO BE PRINCIPLES–BASED
IMPULSIVE
Street Gangs
CONFORMIST
Catholic Church
ACHIEVEMENT
Most Companies
PLURALISTIC
Co.s Known for Ideals
EVOLUTIONARY
A Few Pioneering Cos
WHOLE LIVING
ORGANISM
FAMILY
MACHINE
ARMY
WOLF PACK
PRINCIPLES–BASED
RULES–BASED
38. 38© 2017 BSIDE
WE’VE BECOME QUITE GOOD AT
USING DESIGN TOOLS TO CREATE
BETTER CUSTOMER EXPERIENCES
39. 39© 2017 BSIDE
BUT NOT YET AT USING THESE
TOOLS TO DESIGN KICKASS
CULTURES (THAT LAST)
40. 40© 2017 BSIDE
EMPATHY TECHNOLOGY
STRATEGY
Is it viable?
Is it feasible?
USER-CENTERED DESIGN /
DESIGN THINKING
Is it desirable?
46. 46© 2017 BSIDE
THE OPPOSITE OF TOP-DOWN
HIERARCHY ISN’T CHAOS. IT’S
CLEAR PRINCIPLES AND PURPOSE
50. 50© 2017 BSIDE
KEY STAGES IN STARTUP GROWTH
The Startup J Curve by Howard Love
Sketch courtesy of Book Video Club
5
Employees 1-3
10
25
50
100
500+
51. 51© 2017 BSIDE
“It’s your job to understand the career path
for at least your first 50 employees. Know it.
Do whatever you can to help them achieve it.
There’s nothing worse in the pre-scale days
than losing a rockstar employee that you
could have kept. It just kills you.”
– Jason Lemkin, VC and former CEO of EchoSign
53. 53© 2017 BSIDE
YOU’RE STARTING A COMPANY
A company providing gluten-free food.
There will be winners. But no losers.
54. 54© 2017 BSIDE
STEP ONE : DEFINE THE CO.
With your team:
1. Choose a product and target customer.
2. Decide how you are going to sell your product (channel).
3. Name your company.
56. 56© 2017 BSIDE
“We have certain values that map to
how we think we should act, but how
we do things changes over time.”
– Mark Zuckerberg
57. 57© 2017 BSIDE
NO AMOUNT OF PERKS WILL
MAKE UP FOR A CULTURE THAT
HAS NO SENSE OF PURPOSE
58. 58© 2017 BSIDE
“TO ORGANIZE THE WORLD’S
INFORMATION AND MAKE IT
UNIVERSALLY ACCESSIBLE
AND USEFUL”
64. 64© 2017 BSIDE
STEP TWO : PURPOSE STATEMENT
With your team:
• Create a Purpose Statement.
- Ask why at least three times to get to something really compelling.
69. 69© 2017 BSIDE
Leave out key ingredients from prepared foods to give
folks the sense that they’re really cooking.
THE PANCAKE PRINCIPLE
70. 70© 2017 BSIDE
THERE ARE EIGHT ELEMENTS TO CULTURE
Each must be aligned with the purpose and values for change to stick.
SPACE
RESOURCES
COMMUNICATION
CAPABILITIES
REWARDS
STRUCTURE
PROCESSES
COMPANY
HIRING/EXITING
72. 72© 2017 BSIDE
SPACE
RESOURCES
COMMUNICATION
CAPABILITIES
REWARDS
STRUCTURE
PROCESSES
COMPANY
HIRING/EXITING
SPACE
The physical environment and everything
that encompasses, both on- and off-site,
such as home office and in cars.
RESOURCES
Capital, head-count, equipment, and
other assets used to do the job.
CAPABILITIES
The individual and collective abilities of the
organization including proprietary processes
and skills, and the training that supports them.
COMMUNICATION
All internal messaging including casual and formal
conversation content and medium, such as video,
speeches, emails, posters, and forms.
STRUCTURE
The decision-making process and
power distribution among employees,
both formal and loose.
PROCESSES
The sequence of activities outlined or
generally understood to get things done
to specification.
HIRING/EXITING
Recruitment, onboarding, termination, exit
interview, and alumnae programs.
REWARDS
Salary, bonuses, benefits, job promotions, and
other perks, both explicit and implied.
THE EIGHT ELEMENTS OF CULTUREEach must be aligned with the purpose and values for change to stick. Design principles help do that.
73. 73© 2017 BSIDE
THE GOOD, BAD, AND BLAH
1. Good
Explain the “why” and give just enough “how” to guide
without being overly prescriptive.
2. Bad
Are not inline with purpose and values, are rules
masquerading as principles, or are so idealistic they
aren’t reasonable.
3. Blah
Ambiguous statements that provide no direction or worse,
are confusing.
74. 74© 2017 BSIDE
PRINCIPLES FOR GOOD PRINCIPLES
Make the implicit explicit.
Create ways to remind people of them visually and verbally as often as possible.
Reverse engineer successes.
Investigate the details around why something succeeded to find the underlying reasons.
Prototype with full transparency.
Involve everyone in the process of creating and testing, not just applying, the principles.
Bake the why in.
Make sure the reason for the principle is obvious even to someone just joining the company.
Get executives to repeat then repeat some more.
The CEO and his team can make or break the whole effort so get them reinforcing principles in every interaction.
Align with purpose and values.
Principles should be examples of how to live the purpose and values daily, so make sure they’re also solid.
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2
3
4
5
6
75. 75© 2017 BSIDE
GOOD PRINCIPLES BRING VALUES
TO LIFE, REDUCE AMBIGUITY, AND
PROMOTE PROBLEM-SOLVING
76. 76© 2017 BSIDE
STEP THREE: IDEATION
With your team:
• Brainstorm a bunch of specific ideas for how to apply the Purpose to each
of the Eight Elements of Culture
- Go for quantity before quality
- Everyone participates
- Discuss as you go
- Capture everything on post-its
- If you have trouble, think of the worst possible idea.
77. 77© 2017 BSIDE
STEP FOUR : DESIGN PRINCIPLES
With your team:
1. Ask why an idea is a great way to live the Purpose statement. That’s a
design principle. Write it down on a post-it note.
- Do this for as many of the Eight Cultural Elements as possible.