Summit 2017 Cultura Organizacional

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Learning How To Map Out Culture
We spent four educational days in San Francisco attending Culture Summit.

With a full day of culture-themed workshops, evening networking events
and a nal day of fascinating speakers, we are eager to implement our
many learnings into our own work environment.
We listened to expert speakers from Facebook, Linkedin, Airbnb,

SnackNation (and many more) share valuable insights from their own
experience. We want to share the best advice we heard with you, as we all
continue on this great journey of creating better workplaces and becoming
Culture Champions.
Workshop with Stephanie Gioia Director of Consulting at XPLANE
Culture is often talked about as the elephant in the room because

its di cult to discuss and dene something you cant really see.
Stephanie Gioia
Every company has a culture, whether its intentional or not. However,

often there is a dissonance between how companies see their culture, and
how they actually live it.
The goal of this workshop was to learn how to map out culture in order to
make the invisible visible.
Her advice is simple:
Its important to not rely on words alone, such as a list of values,

but on images as well, because it shows behaviour rather than
tells behaviour. 75% of your brain sensory neurons are for
pictures, not for words. So being able to visually articulate a
culture helps companies ensure that we are all seeing, not just
thinking, the same thing. Stephanie Gioia
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22/8/2017 The Best Advice We Heard At Culture Summit 2017
Examples of Great Visual Culture Representation
Valve Handbook This memorable handbook for new employees is

illustrated and written in a cheeky, irreverent, fun tone that is unique to
Valve.
Atlassian They created a video of their core values, one of which being
Dont F*** The Customer. Having employees speak in the video and
share their understanding of the culture makes it even more powerful.
New Seasons Market This grocery store embeds culture into new
employees via activity in a long onboarding process. Over 6 months of
storytelling, games, unpacking and enjoying a culture picnic basket and
decorating nametags, theres an ongoing tempo of conversations
surrounding culture.
Before you continue
Download the ultimate Culture Mapping Tool to learn how to properly

dene and improve your company culture.
When is culture mapping helpful?
Use the culture map if you want to
1. Scale culture, replace it or grow it! This is helpful when you currently
like your culture but you are in a growth situation.
2. Fix it, change it! This is key when you want to pivot and change your
culture.
How To Use The Culture Map
Find someone to work with.

Choose a company value.
Use these questions as a base, but feel free to steer o course as you
dig into your culture. The point is to nd out where your intended
values are not made tangible.
Repeat process for all of your company values.
The point is to start a dialogue on the topic and pinpoint the areas where
you dont necessarily put action to intention.
A Neurobiological Approach to Inclusion
Workshop with Rajkumari Neogy Founder of iRestart
Exclusion registers in the brain as injury. Rajkumari Neogy
Rajkumari explains that it literally hurts to be excluded, which is why she

left a top position at a top tech company, despite loving her job.
The workshop looked at workplace inclusion/exclusion from a very

interesting scientic vantage point, however the message was clear and
simple: We need to focus on relationships and human connection in tandem
with our focus on measuring and evaluating success.
But rst, what is diversity?
Diversity, explains Neogy, is a mixture of belonging and inclusivity. They

might sound the same, but the di erence is that belonging refers to the
ability to create a safe space for yourself, whereas inclusivity refers to the
ability to create a safe space for others. Both are equally important.
The Brain and the Workplace
1. The left side of the brain registers things like measurement,

comparison and evaluation.
2. The right side of the brain registers things like paradigms, meaning,
connectivity and relationships.
The Problem
Because our left hemisphere is more prevalent in our day to day, the right
hemisphere diminishes, putting things like empathy, emotional
intelligence, and human connection on the backburner. We are so result-

focused that we forget the importance of people.
The Solution
Bring the right hemisphere to the forefront. When we focus so much on the
left, the right fades and then inclusion, which is emotion-based, becomes
impossible.
If you want to bring greater levels of inclusion to an organization

then there has to be some kind of messaging that talks about
what is happening in the team or organization that does not feel
great. There has to be accountability, transparency, constant
communication and di cult conversations. There has to be
someone to speak up, and people need to feel safe enough to be
vulnerable. You cant do anything brave if youre wearing the
straightjacket of what other people will think. Rajkumari Neogy
Self-Awareness and Leadership Buy-in
Claude Silver Chief Heart O cer Vaynermedia
Silver is a strong promoter of putting employees rst, but what happens

when you are a big, growing, remote company and you dont have enough
arms to meet with every employee, and check-in constantly?
Claude introduces the wonderful term culture carriers. Instead of one

department being in charge of keeping a strong company culture, you have
every employee embodying culture at all times.
How? Companies need to create a space of belonging and purpose.
Create a psychologically safe space where people can bring their whole
selves to work without the fear of failure.
Create a space of diversity Everyone should feel they belong.
Give constant acknowledgment and recognition we all need it.
Connection + trust + empathy = Loyalty, longevity and tenureship of
the employee, as well as resilience to change.
Town Halls are important for large companies because everyone is
hearing the same message so they can understand and implement it
quicker.
Pay close attention to patterns that surface in feedback sessions and
make changes accordingly.
Creating Authenticity, Human Connection and Growth At Work
Sean Kelly CEO SnackNation
Kelly starts by posting a simple question: How do you create a company

where people are encouraged to become the best versions of themselves?
The answer:
Authenticity
Authenticity is the foundation. We see fakeness everywhere

around us, so give employees the space at work to be their true
selves. Authenticity is not about what we have to do or are
expected to do, it is about what we are created to do, and how
you show up to do it. Sean Kelly
Growth
Kelly explains that Millennials attribute growth to purpose, and our

purpose is constantly shifting.
Tip: To help them grow, ask employees how and where they see themselves
growing, then help the create individual development plans and check in on
them during monthly one-on-ones to track progress.
Connection
Human connection is at the fundamental core of our evolution. It always

was and it always will be.
When we connect, share, and bond with one another, work becomes about
more than just tasks, it becomes about the human experience, and this is
when teams feel empowered to grow.
Tips to increase connection
Empathy Hiring based on emotional intelligence and empathy is

critical, but how do you test for it while in candidates? Ask them to tell
you about their proudest moment. If their answer is not about the
team then they are not a good t.
Recognition and gratitude At SnackNation, on Friday at 4 pm
everyone comes together and we have volunteers that crush on each
other (a form of peer-peer recognition) and then they say the things
they are the most grateful for.
Making the Business Case For Culture Initiatives
Marta Riggins, Global Marketing Director at LinkedIn Talent Solutions
Without investing in culture you will not attract top talent.

Marta Riggins.
She continues to suggest that millennials are consumers of workplaces,

looking for the perfect space for them to belong, and often the perfect
space is the one that ts their cultural needs.
Why does having an authentic culture matter?
Culture and employee experience is a di erentiator. It helps form your

brand, and it will help you be an employer of choice.
Happy and engaged employees drive strong business results.
Millennials (40% of the workforce) are the most diverse generation in
the US workforce which is one reason why diversity in your company
culture is so important (Gallup).
Millennials are the most likely to want to know their colleagues as
WHOLE people, not just what they do at work (Gallup). This is a big
generational shift towards meaningful workplace connections.
57% of millennials say that they are more likely to stay at their
company if they are able to talk about non-work-related things with
their managers (Gallup).
Building culture in dispersed, remote and global companies
Monica Adractas Director at Workplace by Facebook
Monica looks at Facebook as an example of a massive global company that

needs to scale its culture. She then looks at the trends driving the future of
work, and why company culture is tantamount to success.
Facebook
20,000 people
50 o ces
Remote teams
How can you create a cohesive culture across so many o ces and people?
As we discussed earlier as a takeaway in the rst workshop, the values that

make up culture work best when there is a tangible element to it. For
example, all Facebook o ces have open, incomplete ceilings. What does
this mean?
Its a metaphor for we are never done. We always tell ourselves

that we are only 1% done. We have had success but we dont want
to rest on that success. The ceiling is a reminder. Monica
Adractas
You can therefore imagine the impact that culture and values have on
innovation.
Trends Driving The Future Of Work
Company complexity: Companies are getting more and more complex

and moving faster than ever. Were expecting them to produce more
and faster.
Technology: Technology is changing at a mind-boggling rate.
Americans touch their phone 8 billion times a day collectively. Because
of this we have the attention span of 8 seconds.
What this tells us is that we need to reinvent the way we work because
were evolving away from a traditional way of working that was once siloed
and command and control toward a new, mobile, democratic way of
working that provides access to all.
Theres a lot of room to do things di erently, but one thing that must
remain steadfast is values.
Values are critical because when everything is changing around

you, they guide you on how to behave. At Facebook we believe
that good values should force you to make a tradeo and
question what are we willing to give for what we get? Monica
Adractas
Creating Inclusive Cultures in Our workplaces and Communities
This was a panel featuring the following participants:
David Julius King Director of Diversity and belonging at Airbnb

Lisa Lee Director of Diversity and Inclusion at Pandora
Nicole Sanchez CEO and Founder at Vaya Consulting
This panel discussion on the topic of inclusivity and diversity in the

workplace was enlightening. We were pushed to ask ourselves:
What does it really mean to be truly diverse?
Simply hiring people of di erent races and nationalities does not

necessarily qualify as diversity. And, there is a responsibility that comes
with being a diverse organization that goes beyond just recruiting a diverse
team.
The next question on the panel was a nod to the state of todays world.
How do you address and make employees feel like they belong internally
when there is a massive lack of inclusion occurring externally?
Pause: Leaders need to pause when things are going on outside of

work. Slow down. These things e ect people we need to pay
attention to that and understand how outside culture a ects the
culture within an organization.
See the whole person: Companies have to understand that the term
employee does not simply refer to a singular transaction between
two people. Nothing goes further than knowing that your employer is
standing behind you when you are shaken. Managers should be trained
to know how to support their employees during hard times.
Reconsider the role: The role of diversity and inclusion advocate has
really changed over the past few years. Coming to work and talking
about recruiting is trivial in these times. At the end of the day, we can
only control what happens inside the organization. We, therefore,
need to create a place where all of our employees are treated equally
and have the setting for advancement.
Leadership In this political climate, we have to start looking at work
communities as full communities, knowing that they have a very real
e ect on individuals. Leadership needs to be held accountable to send
a clear message about what beliefs and discussions are acceptable at
work.
Key Takeaways
Our overarching takeaway from Culture Summit is that culture is

indispensable to company success.
Culture needs to be well-dened and communicated to everyone
(preferably visually) in order to build a cohesive, successful
brand.
What is clear more than anything is that people and community
are the bottom line of every culture.
Human connection, trust, vulnerability, empathy and
transparency should be at the top of your companys lexicon.
Companies need to be responsible and hire leaders that are not

only skillful but sensitive to others, and these leaders need to
build teams that are driven by respectful relationships and
connecting.
It was a wonderful experience to surround ourselves with all those at

Culture Summit who traveled from far and wide to expand their
knowledge on how to improve company culture. It is by constantly
informing ourselves and of course, connecting that we will be able
to grow.
Until the next conference keep up the great work :)
Before you leave, dont forget our free template
Dowload this Culture Mapping Tool to learn exactly whats working in

your current culture, and what needs to be improved
Nicely Done!
It should be in your inbox any minute.
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Culture Map
To Improve Your Company Culture
What are your standout takeaways from Culture Summit?
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Unknown date Unknown author

Learning How To Map Out Culture

We spent four educational days in San Francisco attending Culture Summit.

We listened to expert speakers from Facebook, Linkedin, Airbnb,

Workshop with Stephanie Gioia Director of Consulting at XPLANE

Culture is often talked about as the elephant in the room because

Every company has a culture, whether its intentional or not. However,

Her advice is simple:

Its important to not rely on words alone, such as a list of values,

Examples of Great Visual Culture Representation

Valve Handbook This memorable handbook for new employees is

Before you continue

Download the ultimate Culture Mapping Tool to learn how to properly

When is culture mapping helpful?

Use the culture map if you want to

How To Use The Culture Map

Find someone to work with.

A Neurobiological Approach to Inclusion

Workshop with Rajkumari Neogy Founder of iRestart

Exclusion registers in the brain as injury. Rajkumari Neogy

Rajkumari explains that it literally hurts to be excluded, which is why she

The workshop looked at workplace inclusion/exclusion from a very

But rst, what is diversity?

Diversity, explains Neogy, is a mixture of belonging and inclusivity. They

The Brain and the Workplace

1. The left side of the brain registers things like measurement,

intelligence, and human connection on the backburner. We are so result-

If you want to bring greater levels of inclusion to an organization

Self-Awareness and Leadership Buy-in

Claude Silver Chief Heart O cer Vaynermedia

Silver is a strong promoter of putting employees rst, but what happens

Claude introduces the wonderful term culture carriers. Instead of one

How? Companies need to create a space of belonging and purpose.

Creating Authenticity, Human Connection and Growth At Work

Sean Kelly CEO SnackNation

Kelly starts by posting a simple question: How do you create a company

Authenticity is the foundation. We see fakeness everywhere

Kelly explains that Millennials attribute growth to purpose, and our

Human connection is at the fundamental core of our evolution. It always

Tips to increase connection

Empathy Hiring based on emotional intelligence and empathy is

Making the Business Case For Culture Initiatives

Marta Riggins, Global Marketing Director at LinkedIn Talent Solutions

Without investing in culture you will not attract top talent.

She continues to suggest that millennials are consumers of workplaces,

Why does having an authentic culture matter?

Culture and employee experience is a di erentiator. It helps form your

Building culture in dispersed, remote and global companies

Monica Adractas Director at Workplace by Facebook

Monica looks at Facebook as an example of a massive global company that

As we discussed earlier as a takeaway in the rst workshop, the values that

Its a metaphor for we are never done. We always tell ourselves

Trends Driving The Future Of Work

Company complexity: Companies are getting more and more complex

Values are critical because when everything is changing around

Creating Inclusive Cultures in Our workplaces and Communities

This was a panel featuring the following participants:

David Julius King Director of Diversity and belonging at Airbnb

This panel discussion on the topic of inclusivity and diversity in the

What does it really mean to be truly diverse?

Simply hiring people of di erent races and nationalities does not

Pause: Leaders need to pause when things are going on outside of

Our overarching takeaway from Culture Summit is that culture is

Companies need to be responsible and hire leaders that are not