Culture Exchange

Toni: What Culture Means to Me


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“Do you work for Zappos?”

I turned toward the voice to see a woman about my age, standing a few feet away from me.  It was a Saturday afternoon and I was picking up a few items at my local supermarket.  Since I was wearing my nifty Zappos track jacket, I assumed that she was addressing me.

Leadercast 2015: The Brave Ones



Each year Leadercast Live, facilitates one of the largest one-day leadership events in the world. Couldn't make this amazing event? No worries we've got you covered! Come along for the ride and discover your own inner strength along the way. We’re excited to be live blogging our takeaways for you to enjoy throughout the day.

Self-Management Misconceptions


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Self-management. Check “yes” or “no.”


Self-management is a relatively new and exciting…  and somewhat scary concept. Is it right for your company? Though I can’t answer that question for you, even if you decide your ultimate goal may not be to become completely self-organized and remove traditional management structures, there are some key, helpful principles of self-organization you may be able to apply in your own workplace today. Along with the most common misconceptions, I’d like to outline some ideas to implement these concepts effectively. 

A Memo From Tony Hsieh



"If everyone is moving forward together, then success takes care of itself.” Henry Ford

An email from our CEO was recently sent to our employees that has many people interested in the future of Zappos. To understand the following memo, one must understand the steps leading up to this groundbreaking decision for the company. In 2013, Zappos implemented Holacracy, a system that removes traditional managerial hierarchies allowing employees to self-organize to complete work in a way that increases productivity, fosters innovation and empowers anyone in the company with the ability to make decisions that push the company forward. 

Let’s Work Happily Ever After: The Business Case for Culture (Guest Post)


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Workers want to be engaged. Companies want workers to be engaged. So what’s the problem? Just like with wedding engagements, there’s a lot to more to do. It’s not as simple as grabbing anybody off the street and telling them when and where to show up. People want to feel united in purpose. Chosen. Engagement starts with a strong company culture. But in order for culture to engage people, first, it must be communicated. 

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