Auckland Event Recap: Building a World-Class Culture –The power of values

18 August, 2016

A couple of weeks ago we had an incredibly inspiring morning hearing from some of New Zealand’s brightest leaders. We were joined by Theresa Gattung (My Food Bag), Greg Muir (Tru-Test Group), Angela Buglass (Trilogy International) and Raymond Dobbe (World Moving).

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Each of our panelists shared stories from their past and present business endeavours. They focussed on how they’ve each helped shape world-class cultures at their organisations. We heard about challenges their companies face and how their personal philosophies inform the way they lead their people. 

Here are our key takeouts from the morning:

  • Create Customer Love. The team at My Food Bag reframed how they consider their customer service team by renaming them the 'Customer Love' team. This small but significant shift in language demonstrates a singleminded focus on their customers' well-being, and delivering them what they need. By putting customer love at the heart of everything My Food Bag do, they've created a powerful single-minded thought to guide the culture of the company.
  • Find people who you have similar values with. The My Food Bag founders wouldn’t have been business partners (and so successful) if their values hadn’t aligned.
  • Learn, learn and move on. The culture of My Food Bag is based on being upfront with each other, not shooting the messenger and constantly learning and moving on with things. 
  • Find moments to stop and celebrate together. Even in a business that is relentless and demanding of people’s time and energy, make it a priority to find time to to celebrate together. 
  • Businesses must have a deep commitment to growing their people. Your people are the key to your success, so you must do the right thing by them and help them grow and develop.
  • The culture of a company is the embodiment of the leaders' behaviours.
  • Flip your org chart. World Moving put their frontline moving staff at the top of their organisational chart. The people who deliver your service are the most important people in your company. World Moving management realise that the success of their business is built on the leadership serving the people on the ground, who are in front of customers day to day, not the other way around.
  • Keep the original founding spirit of your company alive. Trilogy International LTD has brought three brands together and the key to success is keeping the original entrepreneurial spirit of the founders alive as they look to explore and unlock growth in global markets.
  • Connect your people. The culture of a business is driven by how people and teams interact and connect with each other, and how they treat each other. Find ways to facilitate interactions and create rituals beyond the day-to-day operations of your team.
  • Empower your people. To continue to innovate and grow, you must empower your people to challenge ideas and develop an open and honest dialogue with them about what’s working and what’s not.
  • It's what you do, not what you say. Your team will role model what you do as a leader, not what you say.

Introducing The Values Deck

We developed The Values Deck to fill the need for a simple tool that helps leaders define their organisation's values. No matter how big or small your organisation is, The Values Deck will guide you and your people through the process of defining your core values. These discussions can often be highly complex conversations. The interactive and kinesthetics process helps simplify the conversation about what truly matters to your organisation.  It’s being used by some of New Zealand’s leading organisations including NZ Rugby, Humankind and Trilogy International. 

Play the values deck with your team and find out what they believe truly matters to your organisation.

Play the values deck with your team and find out what they believe truly matters to your organisation.

Participation leads to emotional engagement. So invite your people into this process of defining your organisations most deeply held beliefs.

Participation leads to emotional engagement. So invite your people into this process of defining your organisations most deeply held beliefs.