V E N U E S C A N N E R VA L U E S D E F I N I T I O N
WORKSHOP
AGENDA
S•U How
C C IEcame
S S to be standing here today
• What company
• Create culture
a final values listisorand
morehow it forms
likely a shortlist of potential values
•• Understand
Examples ofthatcompanies
we are not thatstriving
get it right
for perfection today
•• Iterative
Examples of companies
process that get it horribly wrong and why
• Why well-defined core values are critical to developing a strong, functional culture
Bonus
•• Why
Start core values
to look are not Expected
at defining enough Behaviours
•
• Current
Review & Aspirational
how values embed & manage their culture
the best companies
• Culture Gap
• Create a values shortlist/final values
• Mistakes most companies make with values
• Start to define Expected Behaviours
• Review how the best companies embed & manage their culture
H O W C U LT U R E B E C A M E M Y PA S S I O N
C U LT U R E D E V E L O P M E N T P R O C E S S
Define/Refine Values, mission & vision
Embed Embed values into company functions, systems & processes
Reinforce values and manage culture – “the way we do things
Manage around here” - on an ongoing basis
THOUGHT
EXPERIMENT
What are the company’s main competitive advantages?
Are any of those competitive advantages untouchable by your competition - your
competition could not replicate, respond to or nullify in some way?
Your company culture is the only sustainable competitive
advantage that you have complete control over
1 O U T O F 1 0 C O M PA N I E S I N V E S T S I N D E V E L O P I N G A
S T R O N G C U LT U R E
B U T T H E O N E S T H AT D O
ACHIEVE RAPID-SCALE GROWTH
W H AT A D V I C E W O U L D Y O U G I V E ?
“What’s the one piece of advice you can give me?”
W H Y I S C O M PA N Y C U LT U R E S O I M P O RTA N T ?
1. Judgement 1. Optimistic Leadership
2. Productivity 2. Make Big, Bold Bets
3. Creativity If you had to pick one to work at,
which would you choose and why? 3. Customer Obsession
4. Intelligence 4. Be an Owner, not a Renter
5. Honesty
5. Be Yourself
6. Communication
6. The Best Idea Wins
7. Selflessness
7. Make Magic
8. Reliability
9. Passion 8. Always Be Hustlin’
9. Meritocracy and Toe Stepping
10. Principled Confrontation
11. Super Pumpedness
12. Winning: Champion’s Mindset
VA L U E S = > B E H AV I O U R S
W H AT I S C O M PA N Y C U LT U R E ?
Culture develops when decisions that are made prove
to be successful and the thinking that went into those
decisions becomes embedded into “the way we do
things around here”.
Random combination of GOOD and BAD
• Behaviours
• Habits
• Principles
• Beliefs
• Assumptions
• Norms
• Communication styles
• Processes
• Policies
W H Y D O W E F O C U S O N VA L U E S ?
• Values DRIVE behaviours
• Well-defined values remain relatively CONSTANT over
time
• Values are the FOUNDATIONS of the culture of the
company
C O M PA N Y VA L U E S A R E C O M P L E X
Current Values - Aspirational Values
Leadership - Actual
Y O U R C U R R E N T C O M PA N Y VA L U E S
HELIUM BALLOON EXERCISE
Y O U R A S P I R AT I O N A L C O M PA N Y VA L U E S
T H E P R O B L E M W I T H VA L U E S &
T H E M I S TA K E M O S T C O M PA N I E S M A K E
Hard to reward, recognise and measure
Often vague
Open to interpretation
Teamwork
D E F I N E VA L U E S & E L I M I N AT E I N T E R P R E TAT I O N
1.Judgement
2.Productivity
3.Creativity
4.Intelligence
5.Honesty
6.Communication
7.Selflessness
8.Reliability
9.Passion
W H AT ’ S T H E I M PA C T O F T H E S E E X P E C T E D B E H AV I O U R S ?
• Team know what’s expected of them
• Alignment of behaviour across the company
• Encourages self-management
• Encourages self-policing - hold one another accountable
• Evaluate whether the values are being lived or not
• Recognise when they are
• Reward when they are
• Train and develop for them
• Interview for them
• Design them into the functions and processes of the business
E X P E C T E D B E H AV I O U R E X A M P L E
E X T R A C T E X P E C T E D B E H AV I O U R S :
HONESTY
• What does ‘honesty’ mean to you?
• Think about verbs - what you do to be
‘honest’?
• How do you translate the value ‘honesty’
into a visible action?
• How do we currently fulfil honesty in the
company?
• How would you expect your team mates
to be ‘honest’?
• I/We/You
E X PA N D B E H AV I O U R S I N T O I N T E R V I E W Q U E S T I O N S
Honesty
• You are known for candor and directness
- Can you take me through a detailed example of when
you gave a colleague feedback that didn’t go well?
• You are quick to admit mistakes
- Take me through an important decision you took
that turned out to be the wrong decision?
• Ask each of the shortlist stage candidates the same questions
• Score each candidate’s answers 1-7
• Consistent way to evaluate values fit
WE’VE DEFINED OUR
VA L U E S & E X P E C T E D B E H AV I O U R S ,
ARE WE DONE?
6 x Embedding tools:
1. Hire, fire & promote
2. Reward & Recognise
3. Measure & Control
4. Invest or allocate resources
5. Educate & develop
6. Crisis situations
EMBED INTO OS - PROCESSES
Embed the values and expected behaviours into key
internal business processes, such as hiring, feedback,
performance reviews, events, meetings, customer
success, product development etc.
Hiring Process - ensure the company’s values are
clearly articulated at all the candidate touch points
• Website
• Other external sites – LinkedIn etc
• Job Ad
• Job Description
• Interviews
• Onboarding
• Probation
• Employee reviews
EMBED INTO OS - FUNCTIONS
• Look at different functions to understand
o What’s measured and controlled by managers
o What and how managers reward and recognise
o Where investment and allocation of funds is planned
o What learning & development is happening – intentional/unintentional
o How crisis situations are handled
o Job promotion criteria
MANAGE
• Develop initiatives to encourage living of values and behaviours
- Reward & recognition
- Measurement & control
- L&D
• Evaluate employee engagement on an ongoing basis
• Evaluation of the company culture
• Integrate values into PDPs, Feedback training and other initiatives
Questions
Brett Putter
CEO, CultureGene
brett@culturegene.ai
@brettonputter
