Audience Member: I was looking at sort of your paradigm here of five different cultures that a company can adopt. In reality, and I can only speak from my experience; I worked for a number of global companies. You don’t really find, again, in my experience, the customer-centric culture versus ac...
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Going to an innovative culture, I’m moving really fast. Experimenting. Very large Fortune 50 company wants to become innovative, and the typical phrase from the CEO is, "That's the stupidest idea I've ever seen. I couldn't think of a worse idea than that one." Killed the innovation. People say, ...
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Customer-centric. What does a customer-centric organization do? Well, at the level of behaviors, what you see basically is, senior management spends a lot of time with customers. So, really literally. I remember when we started with something, we had this angel investor who was sort of a nightma...
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A culture of accountability is one where people really talk in "I" statements all the time. And I tell you, executive boards of very large organizations, people just keep on blaming each other. And they just gain innocence by blaming the external world. And they just bitch and moan all the time ...
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The first thing that basically builds the culture--well, there’s three things that build organizational culture. One is behavior, what you do. And that has to do with basically how you as a leader, and the people that work with you do things: the link between the walk and the talk, what you say ...
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One team: one team is basically saying, "We are willing to sub optimize our subsystem in order to optimize the overall system. What optimizes a subsystem not always optimizes the overall system. An example would be an organization. Global companies: many of you either have many stores...
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We basically developed five archetypes. So we said it doesn’t matter what culture you have. It will fall into one of these five, and only one of these five. And then you can start saying, "Well, we can change the name." Performing culture is "achievement." People first, one team, innovation, cus...
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People first is about encouraging people to grow and evolve. It’s about people. I was talking to Eduardo Elsztain, who spoke the first day. And I was talking about this, and he said, "We're a people first organization." He was just realizing that. He was saying, "I basically have peopl...
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You, as leaders of the organizations, you cast a tremendous shadow in the way you run your business and the message you send to the organization. And many of you are completely unaware of those messages that you send. And what we’re going to be talking about in the next hour, it really has to do...
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Andy Friere, Co-founder and CEO of Axialent, describes the customer-focused culture archetype, one of the five basic cultural archetypes into which organizations fall: 1) Achievement, 2) Innovation, 3) One-team, 4) People-first or 5) Customer-focused. Specifically, Friere suggests that customer-...
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Andy Friere, Co-founder and CEO of Axialent, describes the innovation culture archetype, one of the five basic cultural archetypes into which organizations fall: 1) Achievement, 2) Innovation, 3) One-team, 4) People-first or 5) Customer-focused. Specifically, Friere suggests that innovation cult...
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Andy Friere, Co-founder and CEO of Axialent, describes the people-first culture archetype, one of the five basic cultural archetypes into which organizations fall: 1) Achievement, 2) Innovation, 3) One team, 4) People-first or 5) Customer-focused. Specifically, Friere suggests that people-first ...
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