Corporate Culture Is Everything

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@paramendrakumarbhagat

Corporate Culture/Operating System https://www.amazon.com/dp/B0BZ7C2BHX Corporate culture is make or break. Corporate culture is everything. Corporate culture is the operating system of a company. No company ever achieved greatness without a great corporate culture. It is not possible for a young company to scale without a great corporate culture. And you have to start early. You have to put it into place. You have to nurture it. A great corporate culture builds a resilient company that can see several technology cycles. My book helps you build one. https://youtu.be/FxNuvgEBqsY

♬ original sound - Paramendra Kumar Bhagat

Leadership Tips By Jacob Espinoza

13 concepts to understand before you lead a team:

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

1. Everything starts with trust

Your team needs to know you are competent and have integrity.

The easiest way to show them you have both is by doing what you say you will do.

- Write down your commitments
- Proactively manage expectations

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

2. Conflict is a Constant

Hoping conflict will go away by ignoring it is like hoping weeds in your garden will go away when you ignore them.

Your goal is not to hope conflict disappears because it won't. Your goal is to get better at managing it.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

3. Seeds Depend on Soil

You can create healthy soil in your organization by listening deeply to people at all levels.

Understanding their goals and obstacles will ensure you can provide the support they need.

Creating healthy soil will allow ideas to flourish.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

4. Clarity is Speed

Be ruthless about making sure all levels of your organization understand their priorities and Why their work matters.

Great leaders keep the vision visible.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

5. Focus on Strengths

The things that are recognized get repeated. Make sure your team recognizes the value they bring.

Your team will be more engaged and more likely to stay when they have a manager who focuses on their strengths.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

6. Develop a Coaching Culture

When you spend time developing your people, you save time fixing unnecessary problems.

Plus:

- More collaboration
- Better performance
Interested in creating a coaching culture?

Be the first to know about my cohort👇https://t.co/DiBfp0KJyf

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

7. Know Your Gaps

You can’t be good at everything. Develop a partnership with people who complement your strengths.

Side note: these are likely people you initially have a conflict with.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

8. Invest in Yourself

As you gain influence, working on yourself has a multiplying impact.

Improving your leadership skills will allow you to be more effective in improving the lives around you.

This is a big deal!

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

9. Be Urgent With Feedback

Don't wait 10 days for a conversation that will take 10 minutes.

Remember, the purpose of feedback is to help.

Be direct with feedback because you are invested in the success of others.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

10. Empower Decision Makers

Make sure your team understands the big picture and give them guard rails to work within.

When obstacles come up, you want them to be able to tell you why they made adjustments instead of coming to you for approval.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

11. Make it Easy to Talk About Mistakes

People are going to make mistakes. When this happens it's important for you to respond in a way that is aligned with your goals and values.

Creating a culture where people hide mistakes is expensive.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

12. Follow the 80/20 Rule

You need to know what 20% of your actions lead to 80% of your results.

Knowing this will make it much easier for you to say NO to the things not setting your team up for success.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

12. Protect Your Refresh Time

Know the things that keep you at your best, and don't let them become optional.

When you fail to stay energized, your team will feel it first.

— Jacob Espinoza (@MrJacobEspi) April 11, 2022

Most people fail on this one thing that is the easiest to do: sleep!

— Paramendra Kumar Bhagat (@paramendra) April 11, 2022

I've been developing leaders for the last 5 years.

Bad leaders all struggled for different reasons.

The best leaders all focused on these 7 principles:

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

The Flywheel

Building a great team is like pushing a flywheel. It's really tough at first but builds momentum with each push.

Take this approach with your team, do the hard things now that will make your life easier in the future.

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

Radical Candor

Radical Candor means you care personally and challenge directly. It is how you build trust. (Shout out @kimballscott)

Care Personally by being empathetic and grateful.

Challenge Directly by being straightforward and sincere with your feedback.

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

5 Steps of Execution

Step 1: Clear Communication
Step 2: Clarify Expectations
Step 3: Trust but Verify
Step 4: Coach to Opportunities
Step 5: Recognition and Accountability

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

Fail Fast, Fail Forward

Great leaders encourage their team to take chances and use failures as an opportunity to help their team grow.

Success is built on failures.

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

Prioritize Developmental

Great leaders give their team space to grow, tools to succeed, and hold them to a high standard.

Effective Development requires all three of these components.

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

Focus on Strengths

The best teams focus on the value each person on the team brings.

People who focus on strengths are 6x as likely to be engaged in their work and 8% more productive.

If you see someone being great, let them know!

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

They Focus on Outcomes

Great leaders make sure their teams understand the mission and connect their work.

Once your team understands the desired outcomes, give them guidelines to work within and impactful incentives so you can watch them be great.

— Jacob Espinoza (@MrJacobEspi) December 17, 2021

This was excellent. Thanks, Jacob.

— Misha (@MishadaVinci) December 17, 2021

Digital Leadership

Only 9% of managers believe their leaders have the skills to lead in the digital economy. https://t.co/tK6zbO3pTZ

— MIT Sloan School of Management (@MITSloan) August 29, 2019

What makes someone a great leader in the digital economy? Some leadership characteristics are enduring – courage, for example – but others are uniquely important in today's digital economy......... a handful of leadership characteristics will endure no matter what. Integrity comes to mind, as do courage and the ability to execute. ..... whereas crafting a vision and a strategy is an enduring leadership characteristic, doing so in a transparent, inclusive, and collaborative manner is a contextual characteristic, given the expectations of the new workforce ...... “Great leaders will need to more artfully merge the ‘what’ with the ‘how’ to thrive in tomorrow’s world.” ...... “We can train for the digital skills that are important for future success,” he writes. “But developing a digital mindset is a more complex challenge because it is a less tangible one to address.” ...... Without a mentality focused on platforms, a company’s leaders risk investing in increasingly obsolete ideas. ...... Far more than talking about digital leadership, leaders need to live it ....... Strong leadership was once about creating standardized processes, five-year strategic plans, and then establishing controls to help achieve these plans. ....... Leading in a digital world is instead about creating a culture that encourages — even demands — rapid innovation and experimentation. It is about empowering employees to feel and think like owners so that they remain motivated to create new opportunities. It is also about establishing a kind of radical transparency in which voices across the hierarchy can be heard. But all of this requires, in turn, the cultivation of an open and trusting environment. ....... leaders who can create an innovation-minded culture that fosters creative thinking, agility, and speed....... He started with five-year-olds and found that, against the test’s criteria, 98% of them performed at “genius level.” ........ The scores dropped from 98% at five years old, to 30% at 10 years old, to 12% at 15 years old, to 2% as adults. Land summarized the results simply: “Noncreative behavior is learned.” ......

“As leaders in today’s world, we need to recall the gifts of our inner child.”

Justice Democrats: Help Me With My Reimagine The Corporation Campaign

Hello @justicedems @AOC @_waleedshahid @saikatc @RashidaTlaib The corporation itself has to be restructured. Has to be reimagined. Redoing the political space is not enough. https://t.co/cmUkOz88RW @sunrisemvmt @rokhanna @JStein_WaPo @RBReich https://t.co/CF2SQsmBOf pic.twitter.com/AGe1ma8oQT

— Paramendra Kumar Bhagat (@paramendra) January 8, 2019

The corporation itself has to be restructured. Has to be reimagined. Redoing the political space is not enough.

....how, in just one year, Sandy the bartender became a lawmaker who triggers both parties

Google's Corporate Transparency

It's all right there, online. Too bad they don't have this one webpage that links to all the stuff. Instead there are separate starting points.



They did not have an easy start either. Earnly stage investors were not easy coming by.

Their corporate culture to me is as fascinating as their technology. The two feed on each other.

These people, they are just starting out. They are growing to grow, grow, grow. They invent challenges for themselves. They realize their competition is with themselves.

"Despite the dotcom fever of the day, they had little interest in building a company of their own around the technology they had developed."