Do you want to build a strong culture in your company?
Not the old-fashioned Mission, Vision, Values model that everyone forgets after onboarding or after reading it a few times on the company website.
But rather a purpose and message so powerful that it lights up the eyes of your teams.
One that makes everyone work (even across different departments) toward the same outcome…
Companies that have achieved this level of internal acculturation (clearly engaging their teams with their values and internal culture) often say that the results after the process are surprising — almost as if the “company runs on its own.”
Even better: once an innovative culture is consolidated in your business (regardless of its size or niche), it will naturally filter in the right people with cultural match for your organization.
And repel those who don't fit — before they are hired or shortly after they join the company.
Netflix is one of the most admired companies in the world for exactly this reason. And in its culture manual, available online, the company makes it crystal clear:
If you want job security, don't come to Netflix. If you want autonomy, you're in the right place.
No one joins Netflix under the illusion that their job is “guaranteed.”
On the contrary — they join knowing they will have to work hard to be among the best, but that the company will provide all the support and freedom for that to happen.
It's all there for anyone who wants to read it — and for anyone who wants to work there.
It may seem unusual, but it's excellent. After all, as Netflix would say: One exceptional employee delivers more and costs less than 2 ‘very good’ employees.
And to help you assess whether you already have — or to build from scratch — a culture as powerful as that of the streaming giant, you can follow the checklist below.
It is so important that I even suggest you print it out and keep it close at hand:
#1 Make purpose the foundation of everything
#2 Develop a doctrine grounded in values
#3 Build a culture based on doctrine
#4 Train and develop people relentlessly
#5 Give authority and space for people to solve whatever is needed
#6 Encourage ideas and learn from mistakes
#7 Use feedback as a tool to accelerate growth
Do you have 3 or more of the above items in your company's DNA?
If yes, you are closer to developing an innovative culture than you might think.
If not, don't worry. The road is longer but achievable. And the long-term results — in market differentiation, team performance, and revenue — will have been well worth it.
OK, you now have the checklist in hand. Perhaps you're now asking yourself: “Where do I begin? How do I develop today what will become an innovative culture in my business?”
Breaking down each of these topics one by one would not fit in a short article like this.
This checklist is part of a class that Crescimentum's CEO, Arthur Diniz, delivered to a group of senior executives at one of our immersion programs.
The content presented there had such a powerful impact on those business leaders that Arthur, together with Renato Curi, a leadership development specialist at Crescimentum, partnered with StartSe to create a far more comprehensive training program: the
Culture Management for Results
.
The immersion runs for 2 days. During it, we will bring together 60 leaders to develop the pillars for building their own innovative culture models from scratch — regardless of their company's size or niche.
The entire training will be structured around 3 essential pillars for the cultural success of any organization:
— Internal Processes;
— Multi-Level Communication and
— Leadership Behavior.
The first cohort, which took place on January 28th and 29th, is already sold out. So if you want to be part of this and experience the results in your business this year, sign up now for the next cohort, taking place on March 18th and 19th.
> Secure Your Spot for the Next Cohort While Places Are Available <
Visit the official immersion page
and check seat availability and the full detailed program for the immersion.