Company culture, an elusive ideal. Can you keep it once you start growing, and how? Lessons from a few companies, analyzed by the author.
Buy on Amazon.com.
A Small Giant has “mojo”, a buzz about it and everyone wants to be a part of it. To build a small giant, you need to stay private and without outside shareholders. Stagnation is a threat to culture.
Small giants excel in customer service. But customers come second – people/employees come first.
Create opportunities for great people to grow and take on new challenges. Create an atmosphere in which people feel valued and respected but also make it possible for them to have fun at work.
You can only excel only at one value type: the best price, the best product, or the best overall solution. Each comes with its own kind of organization, culture and mindset.
In the end, to be successful, you also need: healthy margins, healthy balance sheet and a sound business model.
Continue reading “Book: Small Giants, Bo Burlingham”
If you’re not an entrepreneur for the ego-trip of being “the boss”, then this is one of the best books you can read. It emphasizes empowering your team, giving them more information, responsibility, power to make decisions, profit sharing, … In Semco’s case, the results speak for themselves. The Brazilian conglomerate has been one of the best to work for in the country for decades and it has survived through turbulent times in 90’s Brazil. The author credits a lot of the success to the methods described in the book.
At our company, we already had a lot of these elements, however the book gives a good guide on how to go even further.
Buy on Amazon.com.
Workers are responsible adults outside the job, regard them as such on the job. Empower workers, give them autonomy to do the job. Open books, full information – everyone should know where the company stands. Flexible work hours. Minimize documents. Managers vote on each others proposals. Manager evaluations by subordinates.
Continue reading “Book: Maverick!, Ricardo Semler”
A company should trust its destiny to its employees.
This is just a bit longer article on NY Times but it has some very important lessons I thought should be noted and shared.
Create a safe, respectful environment where everyone feels safe to talk and contribute. If this is done well, you can expect all team members speak roughly the same proportion. Team members must be able to talk about hard topics and feel heard.
Continue reading “Article: What Google Learned From Its Quest to Build the Perfect Team, NY Times”