On Thursday 15h November, Engine Shed hosted a special Scaleup Briefing event to learn how culture can help drive organisational growth. To read more about the event, check out this blog: https://scaleupgenerator.co.uk/articles/keeping-people-happy
2. Briony Phillips
Associate Director &
Scale up Enabler
@BrionyPhi1
@EngineShed_bb
@EngineShed_BB
#SUBriefing
Wifi: EngineShed
Pw: November18
3. What to expect
16:40 - 16:45 Welcome
16:45 – 17:30 Lightning talks and Q&A
17:30 – 17:50 Fireside reflections
17:50 – 18:00 Your input, final remarks
18:00 – 18:30 One for the road & networking
6. Scale up Institute Insights
• “Technical skills can be taught with the right aptitude, but the soft skills –
understanding of workplace culture and buying into the values of a
company – are more important.”
Southwest Scaleup Leader
• Goldman Sachs 10,000 Small Businesses Programme
• 77% attribute a change in the leadership style to participation in the programme
• 75% have created a high-performance culture
• Cultural alignment is seen as a barrier to corporate and public sector
collaboration. The report recommends that those wanting to collaborate
with scaleups focus on their own culture.
• “Culture eats strategy for breakfast” #Scaleup2018
#SUBriefing
10. • Take care of the people, the products and the profits, in that order.
• The hard thing about hard things
11. Reputation – Character and Capability
“Capability reputations are extremely
sticky, while character reputations
are much more volatile.”
The Reputation Game
12. Diversity is being invited to the party
Inclusion is wanting to be there
13. Lunchtime micro-walks
Financial Wellbeing talks
Monthly Fruit club
Bike Servicing
Mental Health First Aiders
Halloween Bakesale
Charity Friends &Family walk
Cinema Nights
14. Pot-Luck Lunch club
Smoothie Bike
Knitting November
Office Yoga
Mindfulness Workshops
Speed mixers
Volunteering
Drink Aware talks
15. “Every time I read a management or self-help book, I find
myself saying, “That’s fine, but that wasn’t really the hard
thing about the situation.” The hard thing isn’t setting a big,
hairy, audacious goal. The hard thing is laying people off
when you miss the big goal. The hard thing isn’t hiring great
people. The hard thing is when those “great people” develop
a sense of entitlement and start demanding unreasonable
things. The hard thing isn’t setting up an organizational chart.
The hard thing is getting people to communicate within the
organization that you just designed.”
Ben Horowitz
22. Through the incredible power of plants
we inspire you to lead a more
conscious life.
We will strive every day to help create
a Pukka planet benefitting people,
plants and planet
24. Be Pukka
Be open hearted
and transparent in
everything you do.
Be the best
Believe in yourself
and in your unique
potential to reach
true health and
happiness.
Be brave
Stretch your
limitations and be
a compassionate
warrior.
Be wow
Never stop being
amazed by the
wonder of nature,
its beauty, its
majesty. Its
incredible healing
power.
From Pukka Values ……………..
25. …… to Wisdom Seeds
“If you plant people in an environment they like and support their
nourishment they will flourish and thrive thereby bringing their best
properties”
26. In attraction & selection
Application questions:
• Who are you?
• How do you relate to others?
• Head or heart?
• Describe your energy…..
29. • To inspire people to lead a more conscious life
• Energised and empowered to spread the word
of the Wisdom Seeds
• To appreciate and protect the planet
• Take action that creates radical positive
change for people, plants and planet
63. What next?
• Watch out for my blog tomorrow –
• Listen to Reid Hoffman’s Masters of Scale podcast –
• The illusive formula for great hiring
• How to build trust fast
• Scale up Briefing: 31 Jan - Mergers and Acquisitions on EventBrite
• Anyone else here who can help?
Who I am, what I do
Partners for this event
Wifi
Twitter
Sponsors
Health and safety
Toilets
Questions
Reid Hoffman Cofounder linkedin and partner at greylock partners - Conversation with Aneel Bhusri CEO of Workday
All in the hiring of the first 150 people – to represent the culture, your customers and the organisation you want to create.
When I ask anyone who has the best culture locally, UH is always the answer… Heather is Director of Marketing Communications
Ally – FMCG – Pukka Herbs – sister been through the induction first hand, values at the heart and at a time when unilever acquisition is just settling in.
People and Development Manager
Seb only respondent to Tim’s ad
2001 – Pukka incorporated – the mission (reference back)
India return, Ayurveda right at the roots of who we are, what we do
First 3 teas
What makes us so Pukka?
UL acquisition – retaining the essence, Tim & Seb’s personalities & approach at the root of our culture
These are our Pukka values and are important in everything we do on a daily basis…..
Take words out of Words of Wisdom re: Ayurvedic foundations
These are our core values, the behaviours we aspire to live and breathe on a daily basis
Underpin everything we do and how we do it……
We do things a little bit differently – whistle stop tour of employee cycle: attraction, development & performance reviews
So, important that people joining Pukka can engage with them, feel some resonance with their own values, therefore use them in attraction & selection – next slide
Ask someone in the audience – which is these is most you?
3 months probation – not everyone is successful, so the approach isn’t perfect
An example of trying something that hasn’t worked…… yet!
Was originally WS Meeting Etiquette – which consisted of…….. [ insert ]
Landed well in pockets, but not everywhere and many people see it as something they haven’t got time to do in meetings – ironically!
Developing towards Meeting Mantras….. [ insert ]
Chrysalis – 4 day personal development programme, based in Eden Project, immersing all employees in nature, engaging with the Wisdom Seeds & our mission and personal reflection space
STRAPLINE
Extraordinary things can happen when amazing people are brought together in inspiring surroundings
Pictures that give you a sense of what Chrysalis is……
This is how Chrysalis has made people feel……..
And here’s a sense of the things that have happened/been inspired by Chrysalis
Evoking the Wisdom Seeds team by team, month by month
Beauty Duty
Heart of Pukka space
“I really benefitted from it, slept incredibly well and came back to work with a real love for people at Pukka, the opportunities and my working life.”
“Personally I left feeling more connected to others in Pukka and calmer in myself.”
Remember it’s a journey for the whole person
Agree Pukka, personal & career commitments, along with personal and career development plans
Discuss whole person
Review Wisdom Seed behaviours
Have frequent, quality conversations
Use appreciation cards (beyond LT)
Give “in the moment” growth minded feedback & encourage wider gathering
Be a role model for everyone
Mr B and Friends – interviewed Simon B, culture and leadership and empowering the team were at the core of hiring success
Intros
Where does organisational culture come from?
Why should fast growth companies prioritise culture?
What are the implications of getting it wrong? Have you seen examples of this?
What is the most common example of a tactic/approach to sustaining/creating organisational culture that you see in your work?
What’s the most successful approach that you’ve seen?
What is it about these approaches that makes them successful?
How do organisations that you work with assess or measure the impact of their approaches to scaling/sustaining organisational culture?
People talk about working ‘in the business’ and struggling to find time to work ‘on the business’ – what tips do you have to help people find time and inspiration to do the latter?
