Culture of GAS at Next Jump
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How to create a culture of GAS - lessons learned in creating a culture where employees feel valued and Give a Shit (GAS). Presented at Next Jump Leadership Academy on June 7, 2017 to PACE attendees
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Culture of GAS at Next Jump
- 1. Culture of GAS Lessons learned in creating a culture where employees feel valued and Give A Shit (GAS) John Hilliard NxJer since 2008 Coach: Recognition Eric Lee NxJer since 2010 Coach: Team Boston FitNut
- 2. 2 Building GAS â we invest our energy into⌠1) FOOD (+ other strategic perks) HEALTHY & DELICIOUS IS HARD 2) COMMUNITY A LOT OF DOING THINGS TOGETHER 3) RECOGNITION SERVANT LEADERSHIP
- 3. 3 Investing in strategic perks Key Programs ⢠Health and Wellness ⢠On-site gym, fitness classes, Yoga Nidra ⢠Healthy Food ⢠Life Events ⢠Birthdays, anniversaries, marriages ⢠Saving time (laundry) ⢠Coaching (additional investments) ⢠personal fitness sessions ⢠Leadership coaching sessions Be deliberate with where you invest â what really matters to your employees?
- 4. 4 How we invest in Food ⢠Breakfast every day ⢠Healthy snacks ⢠Fitness lunches ⢠Dinner every night
- 5. 5 Why Food is important to me University (7 years ago) NxJ after 2 years NxJ today
- 6. 6 Food is low risk way to grow leaders
- 7. 7 Investing in our community Key Programs ⢠Adopt a Public School ⢠CEO Happy Hour ⢠American Heart Association 5k ⢠Annual Dance Battle It doesnât matter if youâre a new hire or the CEO. The entire company does it together.
- 8. 8 Annual Dance Battle â bonding through suffering
- 9. 9 1) Food is the fastest way to impact morale.. You can feel it almost instantly. If the food is good = morale is high. If the food is bad = morale goes down. Also, food is a huge responsibility, watching expiration dates, cleanliness, etc. [HEALTH.. higher GAS] 2) The number one thing that people remember from the deployment is not the hard work/suffering but instead the comradery and bonding that everyone invested in everyone elseâs success and growth. Lessons from the NAVY
- 10. 10 Recognition: Building a culture of GAS
- 11. 11 Presidentâs Award: Where we came from The Presidentâs Award: AKA âBOSâ Award: Setting New Standards How it worked: - Leadership team would pick - Awarded during company staff meeting - Monetary award
- 12. 12 Avengers : Our Highest Honor Today âAt Next Jump, we aspire to build a company that makes our Fathers and our Motherâs Proud. The Avengers award is our award that celebrates our mothers.â â Charlie Kim alone we can do good, together we can do great How it works: - Company picks - Awarded after CEO talk with Family.. Awarded by peers (speeches) - Vacation experience with family
- 13. 13 Recognition: Lessons Learned RIGHT BEHAVIORSWRONG BEHAVIORS CROWD SOURCE STANDING OVATIONďźMGT PICKS RECOGNIZE 1, PISS OFF ALLďť LINEMEN WHO HELPED YOU SUCCEED?ďź CONSISTENCY RITUALS, BEHAVIORS, AND STORIESďź QUARTERBACKS ALREADY COMPENSATED AT TOPďť INTENSITY ONLY 1X EVENTSďť
- 14. 14 Quarterbacks vs Lineman Wrong people, wrong behaviors incented Who scored the most? vs. Who helped you the most? Culture of GAS is reinforced when everyone doesnât try to be QB
- 15. 15 Changing Behavior : rituals vs willpower ISIS NOT INTENSITY CONSISTENCYINTENSITY CONSISTENCY NUTRITION 3-DAY LIQUID DIET EXERCISE 2-HOUR RUN NUTRITION EAT BREAKFAST DAILY EXERCISE 20 MIN 2X/WEEK
- 16. 16 What behaviors do you choose to recognize? Consistent Intense
- 17. 17 Servant Leadership : Coronitas (weekly) ď Informal end of week ď Peers show gratitude with a Coronita ď Share stories of the week ď Gratitude ď Going above and beyond ď Investment in loss
- 18. 18 TOP10 Recognition: âHow has Bhargav helped you succeed?â
- 19. 19 Little ideas on ways to maximize impact ⢠Sharing Stories Publicly ⢠President vs Avengers ⢠CEO Quickfire (servant-leaders are great participants) ⢠CEO Spotlight
- 20. 20 AVENGERS SLIDE / SUMMARY
- 21. 21 Crowd Sourced : Example Avengers ⢠150 Nominations ⢠50 Nominators ⢠50+ Interviews
- 23. 23 Recognition Key Takeaways CROWD SOURCED POWER OF PEER RECOGNITION ďź ďź LINEBACKERS VS QUARTERBACKS WHO HELPED YOU SUCCEED? POWER OF STORIES CREATES EMOTIONAL CONNECTION CREATE SYSTEM OF DESIRED BEHAVIOR CONSISTENCY VS INTENSITY ďź ďź
Hinweis der Redaktion
- Personal intro: John Hilliard, Software Engineer. Creds: Iâve been involved with our recognition programs and avengers for many years What Iâm talking about: Our journey⌠Weâve gone 180 from how we started
- Wonât get full ownership or GAS from your EEâs in business unless youâre fully investing in them. 3 ways we invest in culture of GAS Strategic investment in EEâs. Food is a baseline investment we take seriously here at NxJ Community â shared experiences â creating opportunities for people to be doing things together Recognition â John will go in deeper
- A few ways we invest in strategic perks For Top 10 winners, MV21, etc. there are additional investments including personal fitness sessions, leadership coaching sessions.
- Goal: making the healthy choice the easy choice Breakfast every morning Snacks across office â healthy drinks, snacks, fruits Take a fitness class -> fitness lunch Dinner every night
- Was healthy when I was in college. 145 pounds in this picture. 2 years later I gained over 40 pounds. Hard to sleep at night, unhappy, unpleasant to work with. Health-wise, cholesterol skyrocketed. 2 years ago I started owning food in Boston office. I had most to gain from it succeeding. Last picture is where I am today. Healthier, happier, but still working hard to bring my cholesterol down.
- Food is a big responsibility. Not someoneâs full time job. Food is owned by NxJers as part of culture. Practice making judgement calls - keeping it healthy and delicious. Youâre taking care of your employees. Food is practice ground for accountability. Opportunity to show you are accountable, can be trusted.
- in military, everyone goes through boot camp Recruits bond through their shared suffering Weâre a tech company. Our version of it is our annual dance competition 2 months every year come together as office to dance together. Ups and downs, but we do it together. For me this year - being able to share a victory with your office brings you that much closer together (5 years since we won)
- in military, everyone goes through boot camp Recruits bond through their shared suffering Weâre a tech company. Our version of it is our annual dance competition
- When I started⌠Impressions of the award Fitness Competition⌠Many years struggled for participation Fitness competition, story with Nellen. Reached a new standard. So proud to recognize Nellen. Surprise narratives: - Only reason he got the award is because heâs the managerâs pet⌠- Or the only reason he got it was because he was a slave driver and forced everyone Despite the best intentions and despite the really great work by John, but the rest of his team felt demotivated and not recognized.
- A few years later⌠This is me and my mom on the day that I won the avengers award. It works totally differentlyâŚ. My impressions on stage: Celebrating who you are vs what youâve done⌠It wasnât just about achievement Let me try to distill of the differences and what weâve learned over the years
- All of our awards were management drive before. Now they are all crowd sourced. Originally recognized the star performers. Intensity didnât really change the behavior
- Hero driven vs servant leadership
- Demo