Zappos Insights http://www.zapposinsights.com/ Zappos Insights Fri, 04 Sep 2015 10:19:58 GMT Zappos Journey To Self-Management: We Don’t Have It All Figured Out! http://www.zapposinsights.com/blog/item/zappos-journey-to-selfmanagement-we-dont-have-it-all-figured-out <p class="date"> 09/02/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 09/02/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p> &nbsp;It&rsquo;s a few months into our self-organization journey and it&rsquo;s safe to say we don&rsquo;t have it all figured out. Not even close. And you know what? That&rsquo;s ok!</p> </div> <div class="summary"> <p> &nbsp;It&rsquo;s a few months into our self-organization journey and it&rsquo;s safe to say we don&rsquo;t have it all figured out. Not even close. And you know what? That&rsquo;s ok!</p> </div> <div class="html clearfix clear"> <p> Our offices have been buzzing about all things &ldquo;Teal&rdquo; lately.&nbsp;(Read more about what this means here: <a href="http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh">http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh</a>). In addition to our San Francisco Labs team hosting a local self-organization meet up at its office, there was recently a &ldquo;Teal Summit&rdquo; where people gathered to focus on the progress we&rsquo;ve made and talk about what going &ldquo;Teal&rdquo; means for Zappos. These thoughts ranged from &ldquo;a group of people who are self-aware enough to see where they need to contribute&rdquo; to &ldquo;accountability and responsibility to the company and each other.&quot;</p> <p> &nbsp;</p> <p> As we share what&rsquo;s worked and what hasn&rsquo;t, we can appreciate where this journey&rsquo;s taking us and all that we&rsquo;ve learned so far. Here are some of our discoveries.</p> <h2> <strong>What&rsquo;s working well:</strong></h2> <p> <b><i>We&rsquo;re Developing New Leaders</i></b></p> <p> In Holacracy, there is no traditional hierarchy but there is a hierarchy of work that is clearly tied to a purpose. Each &ldquo;circle&rdquo; (or team) has a &ldquo;Lead Link&rdquo;(learn more about this here: <a href="http://www.holacracy.org/the-lead-link-role-in-holacracy/">http://www.holacracy.org/the-lead-link-role-in-holacracy/</a>). Many times, these are people who may not have previously held a managerial role within the company. With about 500 circles formed so far at Zappos, it&rsquo;s estimated that 300 of those Lead Links are new leaders. Wow. Employee development classes are being created to give people the tools they need to be successful in our new ecosystem. In addition to classes, people are finding mentors to support these new roles. Lead Link Danielle Kelly says, &ldquo;Without having someone there to guide me along and give me advice, I don&rsquo;t know that I would be where I am today. &ldquo;In both Teal and Holacracy, we don&rsquo;t have managers, but as human beings we need the support and help from someone with experience. Once I was able to get my footing with one circle, it became a lot easier to protect and support my circles going forward.&quot;</p> <p> &nbsp;</p> <p> <b><i>Innovation is being supported more than ever</i></b></p> <p> Some say that corporate hierarchy hinders innovation. To get fresh initiatives off the ground in a command-and-control environment, you have to pass through a seemingly endless chain of command. Usually, by the time the idea is implemented, it&rsquo;s no longer as innovative or may have evolved through numerous feedback loops, so it barely resembles the original idea. This may not always be the case, but is something that has happened at Zappos. In the sense and respond world of Holacracy, we encourage everyone in the company to bring up tensions (gaps between where we are and where we could be) freely. In meetings, there is a process that allows circles (teams) and ideas to be created, as long as it doesn&rsquo;t cause the company harm or move us backward. Ideas are flowing and people feel supported to make those ideas happen. There&rsquo;s even a circle within the company that was created as a placeholder to help experiments get off the ground. Some of the ideas coming from this circle range from improving employee business travel to wowing customers with a customized virtual fitting room experience.</p> <p> &nbsp;</p> <p> In the past we&rsquo;ve been able to stay on top of the social media trend by engaging customers on Twitter, something most companies weren&rsquo;t doing at the time. With the cross-funtional teams in a Holacratic environment, we&rsquo;ve been able to bring ideas together from our Customer Loyalty and Social Media teams to continue to push the envelope and create new experiences. From the forming of our CLT (Customer Loyalty Team) Social circle, we&rsquo;ve even pushed forward a service called Ask Zappos, where any user can send us a picture of an item they want and our team will find the exact match within 24 hours.&nbsp;</p> <p> &nbsp;</p> <p> <b><i>Motivation and Trust Are Going Hand In Hand</i></b></p> <p> A question that often comes up is how do you keep people motivated without a &ldquo;boss&rdquo;? In short, the answer is trust. With great responsibility comes great freedom. Paul Green from Morningstar, a company that practices self-management, says it best, &ldquo;you can&rsquo;t ask someone to take total responsibility, if you&rsquo;re not gonna give them total freedom.&rdquo; (You can view his full talk here: http://www.mixmashup.org/video/paul-green-mashup-talk) People should have freedom to make the decisions needed to do their work and to push the company forward. With that trust, people become accountable for their actions and to each other.</p> <p> &nbsp;</p> <p> How do you get that trust established? For us at Zappos, it starts with the hiring process. Recruiting for culture fits helps us get the right people in the door. From here, we lay the foundation in our New Hire Training program, which every employee must complete. With the right training and tools in place, everyone is empowered and trusted to make decisions with our Core Values being there to guide them.</p> <p> &nbsp;</p> <h2> What we&rsquo;re working on:</h2> <p> <em><strong>Compensation and Progression</strong></em></p> <p> With employees filling roles across multiple teams and departments , we have to devise a system to make sure people are being compensated for the work they are doing. We&rsquo;re exploring a badging system where skills and work can be turned into badges with requirements that allow people to earn them and can even be tied to compensation. Some of the badges already created include a Holacracy embracer and mentorship badge.</p> <p> &nbsp;</p> <p> <b><i>Feedback and Accountability</i></b></p> <p> In the absence of traditional managers, we are developing a peer-based feedback system to hold each other accountable. &nbsp;Our first step in this direction is a Conflict Resolution class to teach people how to talk through difficult situations and be open with one another.</p> <p> &nbsp;</p> <p> In the end, there is no &ldquo;Teal&rdquo; checklist. &nbsp;It&rsquo;s not an end state but an ongoing journey. We don&rsquo;t have all the answers but that&rsquo;s not the point; in a Teal mindset, an organization is seen as a living entity with its own creative potential and evolutionary purpose. It&rsquo;s up to us to listen to that purpose and evolve along with the company. As we continue to grow, we&rsquo;ll learn from what works and, more importantly, what doesn&rsquo;t.</p> <p> &nbsp;</p> <p> &ldquo;An organization&#39;s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.&rdquo;&nbsp;</p> <p> - Jack Welch</p> <p> &nbsp;</p> <p> We&rsquo;ll keep you updated on our progress in our Teal journey in later blog posts!</p> <p> &nbsp;</p> <p> Share your thoughts below! &nbsp;With what you know about self-organization so far, what things is your company currently doing that fits in with the &ldquo;Teal&rdquo; mindset?</p> </div> <div class="html clearfix clear"> <p> Our offices have been buzzing about all things &ldquo;Teal&rdquo; lately.&nbsp;(Read more about what this means here: <a href="http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh">http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh</a>). In addition to our San Francisco Labs team hosting a local self-organization meet up at its office, there was recently a &ldquo;Teal Summit&rdquo; where people gathered to focus on the progress we&rsquo;ve made and talk about what going &ldquo;Teal&rdquo; means for Zappos. These thoughts ranged from &ldquo;a group of people who are self-aware enough to see where they need to contribute&rdquo; to &ldquo;accountability and responsibility to the company and each other.&quot;</p> <p> &nbsp;</p> <p> As we share what&rsquo;s worked and what hasn&rsquo;t, we can appreciate where this journey&rsquo;s taking us and all that we&rsquo;ve learned so far. Here are some of our discoveries.</p> <h2> <strong>What&rsquo;s working well:</strong></h2> <p> <b><i>We&rsquo;re Developing New Leaders</i></b></p> <p> In Holacracy, there is no traditional hierarchy but there is a hierarchy of work that is clearly tied to a purpose. Each &ldquo;circle&rdquo; (or team) has a &ldquo;Lead Link&rdquo;(learn more about this here: <a href="http://www.holacracy.org/the-lead-link-role-in-holacracy/">http://www.holacracy.org/the-lead-link-role-in-holacracy/</a>). Many times, these are people who may not have previously held a managerial role within the company. With about 500 circles formed so far at Zappos, it&rsquo;s estimated that 300 of those Lead Links are new leaders. Wow. Employee development classes are being created to give people the tools they need to be successful in our new ecosystem. In addition to classes, people are finding mentors to support these new roles. Lead Link Danielle Kelly says, &ldquo;Without having someone there to guide me along and give me advice, I don&rsquo;t know that I would be where I am today. &ldquo;In both Teal and Holacracy, we don&rsquo;t have managers, but as human beings we need the support and help from someone with experience. Once I was able to get my footing with one circle, it became a lot easier to protect and support my circles going forward.&quot;</p> <p> &nbsp;</p> <p> <b><i>Innovation is being supported more than ever</i></b></p> <p> Some say that corporate hierarchy hinders innovation. To get fresh initiatives off the ground in a command-and-control environment, you have to pass through a seemingly endless chain of command. Usually, by the time the idea is implemented, it&rsquo;s no longer as innovative or may have evolved through numerous feedback loops, so it barely resembles the original idea. This may not always be the case, but is something that has happened at Zappos. In the sense and respond world of Holacracy, we encourage everyone in the company to bring up tensions (gaps between where we are and where we could be) freely. In meetings, there is a process that allows circles (teams) and ideas to be created, as long as it doesn&rsquo;t cause the company harm or move us backward. Ideas are flowing and people feel supported to make those ideas happen. There&rsquo;s even a circle within the company that was created as a placeholder to help experiments get off the ground. Some of the ideas coming from this circle range from improving employee business travel to wowing customers with a customized virtual fitting room experience.</p> <p> &nbsp;</p> <p> In the past we&rsquo;ve been able to stay on top of the social media trend by engaging customers on Twitter, something most companies weren&rsquo;t doing at the time. With the cross-funtional teams in a Holacratic environment, we&rsquo;ve been able to bring ideas together from our Customer Loyalty and Social Media teams to continue to push the envelope and create new experiences. From the forming of our CLT (Customer Loyalty Team) Social circle, we&rsquo;ve even pushed forward a service called Ask Zappos, where any user can send us a picture of an item they want and our team will find the exact match within 24 hours.&nbsp;</p> <p> &nbsp;</p> <p> <b><i>Motivation and Trust Are Going Hand In Hand</i></b></p> <p> A question that often comes up is how do you keep people motivated without a &ldquo;boss&rdquo;? In short, the answer is trust. With great responsibility comes great freedom. Paul Green from Morningstar, a company that practices self-management, says it best, &ldquo;you can&rsquo;t ask someone to take total responsibility, if you&rsquo;re not gonna give them total freedom.&rdquo; (You can view his full talk here: http://www.mixmashup.org/video/paul-green-mashup-talk) People should have freedom to make the decisions needed to do their work and to push the company forward. With that trust, people become accountable for their actions and to each other.</p> <p> &nbsp;</p> <p> How do you get that trust established? For us at Zappos, it starts with the hiring process. Recruiting for culture fits helps us get the right people in the door. From here, we lay the foundation in our New Hire Training program, which every employee must complete. With the right training and tools in place, everyone is empowered and trusted to make decisions with our Core Values being there to guide them.</p> <p> &nbsp;</p> <h2> What we&rsquo;re working on:</h2> <p> <em><strong>Compensation and Progression</strong></em></p> <p> With employees filling roles across multiple teams and departments , we have to devise a system to make sure people are being compensated for the work they are doing. We&rsquo;re exploring a badging system where skills and work can be turned into badges with requirements that allow people to earn them and can even be tied to compensation. Some of the badges already created include a Holacracy embracer and mentorship badge.</p> <p> &nbsp;</p> <p> <b><i>Feedback and Accountability</i></b></p> <p> In the absence of traditional managers, we are developing a peer-based feedback system to hold each other accountable. &nbsp;Our first step in this direction is a Conflict Resolution class to teach people how to talk through difficult situations and be open with one another.</p> <p> &nbsp;</p> <p> In the end, there is no &ldquo;Teal&rdquo; checklist. &nbsp;It&rsquo;s not an end state but an ongoing journey. We don&rsquo;t have all the answers but that&rsquo;s not the point; in a Teal mindset, an organization is seen as a living entity with its own creative potential and evolutionary purpose. It&rsquo;s up to us to listen to that purpose and evolve along with the company. As we continue to grow, we&rsquo;ll learn from what works and, more importantly, what doesn&rsquo;t.</p> <p> &nbsp;</p> <p> &ldquo;An organization&#39;s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.&rdquo;&nbsp;</p> <p> - Jack Welch</p> <p> &nbsp;</p> <p> We&rsquo;ll keep you updated on our progress in our Teal journey in later blog posts!</p> <p> &nbsp;</p> <p> Share your thoughts below! &nbsp;With what you know about self-organization so far, what things is your company currently doing that fits in with the &ldquo;Teal&rdquo; mindset?</p> </div> Thu, 03 Sep 2015 04:22:39 GMT http://www.zapposinsights.com/blog/item/zappos-journey-to-selfmanagement-we-dont-have-it-all-figured-out August 2015 All Hands Meeting Live Blog http://www.zapposinsights.com/blog/item/august-2015-all-hands-meeting-live-blog <p class="date"> 08/12/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 08/12/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p> Follow the August 2015 Zappos All Hands Meeting with our live blogging of the event.</p> </div> <div class="summary"> <p> Follow the August 2015 Zappos All Hands Meeting with our live blogging of the event.</p> </div> <div class="html clearfix clear"> <style type="text/css"> #ahm li{ display: list-item; margin-left: 20px; list-style-type: disc; color: #000; }</style> <div id="ahm"> <h2 style="font-family: 'Helvetica Neue'; font-size: 14px;"> We&rsquo;re looking forward to sharing our Q3 All Hands Meeting with you today.&nbsp;Keep checking back for updates on all of the exciting things going on around Zappos. The fun begins at 1pm PST and will continue until 5pm PST.&nbsp;</h2> <h2 style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</h2> <p> <span style="font-size:14px;"><strong><i>Tony&#39;s Intro</i></strong></span></p> <ul> <li> <span style="font-size:14px;">We briefly touched on the concepts of Teal for our guests- self-management, wholeness, and evolutionary purpose (read more about what this means here: <a href="http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh">http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh</a>)</span></li> <li> <span style="font-size:14px;">&quot;What is the difference between Teal and Holocaracy? Think of Holacarcy as the letter of the law and Teal as the spirit of the law&quot;</span></li> <li> <span style="font-size:14px;">What are the different directions we can go to leverage the things we currently have?</span></li> <li> <span style="font-size:14px;">We have over 500 circles in Holacarcy. How can they evolve? Each circle should strive to be enterpreunerial&nbsp;</span></li> <li> <span style="font-size:14px;">How do you tie each employees purpose with the purpose of the company?</span></li> <li> <span style="font-size:14px;">Later today you&#39;ll hear people&#39;s stories about how Holacracy has enabled them to do things they weren&#39;t able to do previously</span></li> <li> <span style="font-size:14px;">Think about Google X- they can explore different lines of business and we hope to be able to eventually do the same at Zappos</span></li> <li> <span style="font-size:14px;">What separates humans from other species? It&#39;s our ability to organize socially&nbsp;</span></li> <li> <span style="font-size:14px;">How companies are organized has&#39;t changed over the last hundred years</span></li> <li> <span style="font-size:14px;">This command and control structure only works when the world doesn&#39;t change; but the world around us is constantly changing</span></li> <li> <span style="font-size:14px;">Look at prominent companies that have went out of business- they weren&#39;t able to adapt to change</span></li> <li> <span style="font-size:14px;">What excites me about what Zappos is doing is that we&#39;re finding a new way for humans to organize</span></li> <li> <span style="font-size:14px;">We can share our learnings with other companies and allow them to organize and solve bigger issues to make an impact</span></li> <li> <span style="font-size:14px;">I believe what we&#39;re doing is gonna have a ripple affect that it will affect over a billion people on Earth</span></li> <li> <span style="font-size:14px;">We get thanked by companies who we have been able to make an impact on with our story and culture- Airbnb has been one</span></li> <li> <span style="font-size:14px;">Joseph Campell &quot;Hero&#39;s Impact&quot;- He did research and found that in most stories, the heroes followed the same journeys (think about The Matrix, Star Wars, etc., check it out here:&nbsp;http://lincoln.debbieyoon.com/wp-content/uploads/2013/01/The_Hero__s_Journey_by_Dunlavey.jpeg)&nbsp;</span></li> <li> <span style="font-size:14px;">Once upon a &nbsp;time an ordinary guy lived an ordinary life, there is a call to adventure, they decide to keave the safety of what they know into the unknown, through that process they go back home and spread to the community what they now know</span></li> <li> <span style="font-size:14px;">The reason these stories resonate with us is because we see ourselves inside the hero</span></li> <li> <span style="font-size:14px;">As humans our default is to imitate. Kids do this watching adults. When we don&#39;t know the answers, we look around and that has proven to be biologically successful</span></li> <li> <span style="font-size:14px;">Over time, by doing this you start to lose a sense of yourself.</span></li> <li> <span style="font-size:14px;">Thinking of command and control structure, just because everyone else is doing it, does not mean there isn&#39;t a better way</span></li> <li> <span style="font-size:14px;">Holacracy is about enabling Hero-acracy....let&#39;s trademark that!</span></li> <li> <span style="font-size:14px;">We have gone through a lot of hero&#39;s jouneys here at Zappos- selling shoes online, building a customer service brand online, culture, core values</span></li> <li> <span style="font-size:14px;">There is the hero&#39;s journey as a company and indivually though all the challenges in life. Different people are at different parts of their journey</span></li> <li> <span style="font-size:14px;">I want to say that I am super excited to be on this journey with all of you</span></li> </ul> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> <div style="font-family:'Helvetica Neue';font-size:14px;"> <div> <em><strong>Fred and Arun- Our Teal Journey and Future Considerations Workshop</strong></em></div> <ul> <li> Where you are in the journey is the right place to be</li> <li> A group of us attended a 3 day workshop with a company called Future Considerations</li> <li> As the workshop went on, some lightbulbs went off</li> <li> Think of our joruney as a train: When we first adopted Holacracy we had the engine (early adopters), most of us were in the cars (read emails and communications but weren&#39;t fully sure of what exactly is going on), then you have the caboose (people who weren&#39;t practicing Holacracy)</li> <li> 14% of people left the company, that leaves 86% of people who are fully commited to the Teal journey</li> <li> Teal is not black or white, in or out</li> <li> We&#39;re all at different places in our journey but wherever we are, is the right place to be. We&#39;re all here figuring this out together.</li> <li> There have been people expressing frustration with all the chnages going on- out of the workshop the notion of &quot;if the system isn&#39;t working, you need to raise your tension (a gap between where are and where we can be)&quot; came up</li> <li> Bringing up tensions is a gift to the company. This may not be the norm for most companies, but we have the opportunity to use our frustration to make meaningful changes</li> <li> It takes 10,000 hours or 5 years of practice to become an expert</li> <li> It&#39;s up to us to raise tensions- whether you need to raise 60 or 1,000 tensions, the more comfortable you get the better you are at it</li> <li> If a 100 people brought up 100 tensions, you&#39;d have 100 incremental improvements within the orgnaization</li> <li> Evolution is always moving towards higher orders of complexity, we want to keep it simple. Everyone should be able to understand the information being sent regarding Teal</li> <li> How can we simplify and disseminate information for everyone so that we&#39;re not innundated and stressed about these changes?</li> <li> A circle (team) called Teal Made Simple was created to help streamline the information sent out to the company</li> <li> There are some Teal myths that need to be debunked</li> <li> Misconception 1: There is no hierarchy- &nbsp;Actually a political hierarchy is replaced with a hierarchy of purpose. People within the company that have proven their dependability and expertise will be trusted to become leaders</li> <li> Misconception 2- If you&#39;re not Teal, you&#39;re not a &quot;culture fit&quot;- Not true! These aren&#39;t not the same thing. We should all look to create value within the company</li> <li> Misconception 3- Teal is the end of the journey!- Not true. The Zappos story is constantly evolving</li> </ul> <p> &nbsp;</p> <b><i>John Bunch- Holacracy Update</i></b><br /> <ul> <li> You&#39;ve heard a lot about the hero&#39;s journey</li> <li> I want to talk about my own personal journey</li> <li> Three years ago, I accepted a position to shadow Tony. I helped with a lot of ideas but didn&#39;t find my passion</li> <li> As I worked on Holacracy implementation, I found that that purpose matched my own</li> <li> Where is the intersection between your own purpose and the Zappos purpose?</li> <li> I hope that everyone uses Holacracy to do that for themselves</li> <li> There has been peaks and valleys. Two years into our journey, we want to highlight our peaks</li> <li> We are 100% launched in Holacracy, we celebrated Holacracy heroes who went above and beyond to help the company by recognizing them on stage.</li> <li> We played a video asking employees how they feel about how Holacracy is going</li> <li> Among the honest answers were, &quot;It&#39;s easier to do my work without asking permission&quot;, &quot;I can speak my mind, it helps to prioritize my work&quot;, &quot;seeing who does what work adds more clarity&quot;, &quot;sometimes we spend more time talking about the work versus doing the work&quot;, &quot;there are still certain people who are not all in&quot;, to the fun and weird &quot;fannypacks improve efficiency&quot;.</li> <li> Holacracy is a system and process that has a lot of rules. We need to learn how to leverage these rules</li> <li> More importantly, we need to find out how we can inspire people through Holacracy</li> <li> The people are the reason why the company is so special and we need to focus on the relationships. How do we make Zappos a better place for everyone and not just for ourselves?</li> <li> Who do you come to work for? We had employees share stories of people that inspire them</li> <li> Transitioning from this, we led into a segment where employees were able to come on stage and give thanks to others&nbsp;</li> <li> Among the thanks were Zappos as a whole, mentors, Holacracy, and various leaders within the company who go above and beyond, as well as a new hire who had a wish granted by other employees for her son.</li> </ul> <p> &nbsp;</p> <p> <span style="font-size:14px;"><em><strong>Miguel &amp; Ryan- Przm</strong></em></span></p> <ul> <li> We highlighted this recently created art circle- first big project was an art mural on the way to the company Bistro</li> <li> Ryan Brunty talked about his journey (check out his work here: <a href="http://ryanbrunty.storenvy.com/collections/512797-depressed-monsters">http://ryanbrunty.storenvy.com/collections/512797-depressed-monsters</a>)</li> <li> Miguel Hernandez- Zappos gave me the opportunity to pursue my passion to create. The biggest impact you can make, is the one you leave behind</li> </ul> <p> &nbsp;</p> <p> <span style="font-size:14px;"><em><strong>Best Customer Strategy</strong></em></span></p> <ul> <li> &quot;A great brand is a story that never stops unfolding&quot;</li> <li> Two years ago, we could feel that Zappos wasn&#39;t healthy. How could we change the company strategy and do something different?</li> <li> What did our customers value about us? What did we value about them?</li> <li> Best Customer Strategy- highly engaged and highly profitable customers. How do we retain and grow this customer base?</li> <li> Focusing on the right product selection, moving away from marketing and focusing on long-term relationships instead</li> <li> How do we engage our customers? What do they like?</li> <li> At the end of the day, our Customer Loyalty Team is at the core. They are the eyes and ears of the customers</li> <li> How do we make this strategy successful?</li> <li> Think about how what you do impacts the customer</li> <li> Think about how what you do builds the Zappos brand/story</li> </ul> </div> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> <div style="font-family:'Helvetica Neue';font-size:14px;"> <span style="font-size:14px;"><em><strong>Dan Ariely- External Speaker</strong></em></span></div> <ul> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> You can check out some of Dan&#39;s previous talks here: <a href="http://danariely.com/speaking/">http://danariely.com/speaking/</a></li> </ul> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> <em><strong>Brief Company-Wide Updates</strong></em></p> <ul> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Zappos Interns-</strong> We showed a video featuring our 2016 interns talking about their experience being part of the Zappos family</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Zappos Events-</strong> Our employee events team talked about upcoming Zappos sponsored events including PRIDE</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Culture Gatekeepers-</strong> An overview on our Core Values and how as the basis of our culture, these values are still relevant in a self-managed enviroment</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Women Empowered-</strong> Empowering women across the company to fullfill their potential through mentorship and communication. We celebrated a &quot;Superwoman&quot; who was recognized on stage for her accomplishments in Tech</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Why Discovery Workshop-</strong> Helping Zappos employees find their purpose through the Simon Sinek &quot;Why Discovery Workshop&quot; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;(check out more information here:&nbsp;<a href="https://www.startwithwhy.com">https://www.startwithwhy.com</a>)</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Why Space Circle-</strong> Supporting Zappos employees as they find new roles within the company that fits their individual purpose</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Think Circle-</strong> Formed from a previous All Hands activity, this circle has focused on unconvential marketing campaigns which includes a video that aired on New Year&#39;s Eve in Times Square (View the full video here: <a href="https://www.youtube.com/watch?v=tKgedZCbQJ0">https://www.youtube.com/watch?v=tKgedZCbQJ0</a>)&nbsp;Future projects are centered around giving customers unique experiences and showing that Zappos is not just an online retailer</li> </ul> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> <em><strong>Wrapping Up:</strong></em></p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> Another great meeting with plenty of updates and food for thought.&nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> <em><strong>From these All Hands topics, which would you like to learn more about?</strong></em></p> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> </div> </div> <div class="html clearfix clear"> <style type="text/css"> #ahm li{ display: list-item; margin-left: 20px; list-style-type: disc; color: #000; }</style> <div id="ahm"> <h2 style="font-family: 'Helvetica Neue'; font-size: 14px;"> We&rsquo;re looking forward to sharing our Q3 All Hands Meeting with you today.&nbsp;Keep checking back for updates on all of the exciting things going on around Zappos. The fun begins at 1pm PST and will continue until 5pm PST.&nbsp;</h2> <h2 style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</h2> <p> <span style="font-size:14px;"><strong><i>Tony&#39;s Intro</i></strong></span></p> <ul> <li> <span style="font-size:14px;">We briefly touched on the concepts of Teal for our guests- self-management, wholeness, and evolutionary purpose (read more about what this means here: <a href="http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh">http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh</a>)</span></li> <li> <span style="font-size:14px;">&quot;What is the difference between Teal and Holocaracy? Think of Holacarcy as the letter of the law and Teal as the spirit of the law&quot;</span></li> <li> <span style="font-size:14px;">What are the different directions we can go to leverage the things we currently have?</span></li> <li> <span style="font-size:14px;">We have over 500 circles in Holacarcy. How can they evolve? Each circle should strive to be enterpreunerial&nbsp;</span></li> <li> <span style="font-size:14px;">How do you tie each employees purpose with the purpose of the company?</span></li> <li> <span style="font-size:14px;">Later today you&#39;ll hear people&#39;s stories about how Holacracy has enabled them to do things they weren&#39;t able to do previously</span></li> <li> <span style="font-size:14px;">Think about Google X- they can explore different lines of business and we hope to be able to eventually do the same at Zappos</span></li> <li> <span style="font-size:14px;">What separates humans from other species? It&#39;s our ability to organize socially&nbsp;</span></li> <li> <span style="font-size:14px;">How companies are organized has&#39;t changed over the last hundred years</span></li> <li> <span style="font-size:14px;">This command and control structure only works when the world doesn&#39;t change; but the world around us is constantly changing</span></li> <li> <span style="font-size:14px;">Look at prominent companies that have went out of business- they weren&#39;t able to adapt to change</span></li> <li> <span style="font-size:14px;">What excites me about what Zappos is doing is that we&#39;re finding a new way for humans to organize</span></li> <li> <span style="font-size:14px;">We can share our learnings with other companies and allow them to organize and solve bigger issues to make an impact</span></li> <li> <span style="font-size:14px;">I believe what we&#39;re doing is gonna have a ripple affect that it will affect over a billion people on Earth</span></li> <li> <span style="font-size:14px;">We get thanked by companies who we have been able to make an impact on with our story and culture- Airbnb has been one</span></li> <li> <span style="font-size:14px;">Joseph Campell &quot;Hero&#39;s Impact&quot;- He did research and found that in most stories, the heroes followed the same journeys (think about The Matrix, Star Wars, etc., check it out here:&nbsp;http://lincoln.debbieyoon.com/wp-content/uploads/2013/01/The_Hero__s_Journey_by_Dunlavey.jpeg)&nbsp;</span></li> <li> <span style="font-size:14px;">Once upon a &nbsp;time an ordinary guy lived an ordinary life, there is a call to adventure, they decide to keave the safety of what they know into the unknown, through that process they go back home and spread to the community what they now know</span></li> <li> <span style="font-size:14px;">The reason these stories resonate with us is because we see ourselves inside the hero</span></li> <li> <span style="font-size:14px;">As humans our default is to imitate. Kids do this watching adults. When we don&#39;t know the answers, we look around and that has proven to be biologically successful</span></li> <li> <span style="font-size:14px;">Over time, by doing this you start to lose a sense of yourself.</span></li> <li> <span style="font-size:14px;">Thinking of command and control structure, just because everyone else is doing it, does not mean there isn&#39;t a better way</span></li> <li> <span style="font-size:14px;">Holacracy is about enabling Hero-acracy....let&#39;s trademark that!</span></li> <li> <span style="font-size:14px;">We have gone through a lot of hero&#39;s jouneys here at Zappos- selling shoes online, building a customer service brand online, culture, core values</span></li> <li> <span style="font-size:14px;">There is the hero&#39;s journey as a company and indivually though all the challenges in life. Different people are at different parts of their journey</span></li> <li> <span style="font-size:14px;">I want to say that I am super excited to be on this journey with all of you</span></li> </ul> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> <div style="font-family:'Helvetica Neue';font-size:14px;"> <div> <em><strong>Fred and Arun- Our Teal Journey and Future Considerations Workshop</strong></em></div> <ul> <li> Where you are in the journey is the right place to be</li> <li> A group of us attended a 3 day workshop with a company called Future Considerations</li> <li> As the workshop went on, some lightbulbs went off</li> <li> Think of our joruney as a train: When we first adopted Holacracy we had the engine (early adopters), most of us were in the cars (read emails and communications but weren&#39;t fully sure of what exactly is going on), then you have the caboose (people who weren&#39;t practicing Holacracy)</li> <li> 14% of people left the company, that leaves 86% of people who are fully commited to the Teal journey</li> <li> Teal is not black or white, in or out</li> <li> We&#39;re all at different places in our journey but wherever we are, is the right place to be. We&#39;re all here figuring this out together.</li> <li> There have been people expressing frustration with all the chnages going on- out of the workshop the notion of &quot;if the system isn&#39;t working, you need to raise your tension (a gap between where are and where we can be)&quot; came up</li> <li> Bringing up tensions is a gift to the company. This may not be the norm for most companies, but we have the opportunity to use our frustration to make meaningful changes</li> <li> It takes 10,000 hours or 5 years of practice to become an expert</li> <li> It&#39;s up to us to raise tensions- whether you need to raise 60 or 1,000 tensions, the more comfortable you get the better you are at it</li> <li> If a 100 people brought up 100 tensions, you&#39;d have 100 incremental improvements within the orgnaization</li> <li> Evolution is always moving towards higher orders of complexity, we want to keep it simple. Everyone should be able to understand the information being sent regarding Teal</li> <li> How can we simplify and disseminate information for everyone so that we&#39;re not innundated and stressed about these changes?</li> <li> A circle (team) called Teal Made Simple was created to help streamline the information sent out to the company</li> <li> There are some Teal myths that need to be debunked</li> <li> Misconception 1: There is no hierarchy- &nbsp;Actually a political hierarchy is replaced with a hierarchy of purpose. People within the company that have proven their dependability and expertise will be trusted to become leaders</li> <li> Misconception 2- If you&#39;re not Teal, you&#39;re not a &quot;culture fit&quot;- Not true! These aren&#39;t not the same thing. We should all look to create value within the company</li> <li> Misconception 3- Teal is the end of the journey!- Not true. The Zappos story is constantly evolving</li> </ul> <p> &nbsp;</p> <b><i>John Bunch- Holacracy Update</i></b><br /> <ul> <li> You&#39;ve heard a lot about the hero&#39;s journey</li> <li> I want to talk about my own personal journey</li> <li> Three years ago, I accepted a position to shadow Tony. I helped with a lot of ideas but didn&#39;t find my passion</li> <li> As I worked on Holacracy implementation, I found that that purpose matched my own</li> <li> Where is the intersection between your own purpose and the Zappos purpose?</li> <li> I hope that everyone uses Holacracy to do that for themselves</li> <li> There has been peaks and valleys. Two years into our journey, we want to highlight our peaks</li> <li> We are 100% launched in Holacracy, we celebrated Holacracy heroes who went above and beyond to help the company by recognizing them on stage.</li> <li> We played a video asking employees how they feel about how Holacracy is going</li> <li> Among the honest answers were, &quot;It&#39;s easier to do my work without asking permission&quot;, &quot;I can speak my mind, it helps to prioritize my work&quot;, &quot;seeing who does what work adds more clarity&quot;, &quot;sometimes we spend more time talking about the work versus doing the work&quot;, &quot;there are still certain people who are not all in&quot;, to the fun and weird &quot;fannypacks improve efficiency&quot;.</li> <li> Holacracy is a system and process that has a lot of rules. We need to learn how to leverage these rules</li> <li> More importantly, we need to find out how we can inspire people through Holacracy</li> <li> The people are the reason why the company is so special and we need to focus on the relationships. How do we make Zappos a better place for everyone and not just for ourselves?</li> <li> Who do you come to work for? We had employees share stories of people that inspire them</li> <li> Transitioning from this, we led into a segment where employees were able to come on stage and give thanks to others&nbsp;</li> <li> Among the thanks were Zappos as a whole, mentors, Holacracy, and various leaders within the company who go above and beyond, as well as a new hire who had a wish granted by other employees for her son.</li> </ul> <p> &nbsp;</p> <p> <span style="font-size:14px;"><em><strong>Miguel &amp; Ryan- Przm</strong></em></span></p> <ul> <li> We highlighted this recently created art circle- first big project was an art mural on the way to the company Bistro</li> <li> Ryan Brunty talked about his journey (check out his work here: <a href="http://ryanbrunty.storenvy.com/collections/512797-depressed-monsters">http://ryanbrunty.storenvy.com/collections/512797-depressed-monsters</a>)</li> <li> Miguel Hernandez- Zappos gave me the opportunity to pursue my passion to create. The biggest impact you can make, is the one you leave behind</li> </ul> <p> &nbsp;</p> <p> <span style="font-size:14px;"><em><strong>Best Customer Strategy</strong></em></span></p> <ul> <li> &quot;A great brand is a story that never stops unfolding&quot;</li> <li> Two years ago, we could feel that Zappos wasn&#39;t healthy. How could we change the company strategy and do something different?</li> <li> What did our customers value about us? What did we value about them?</li> <li> Best Customer Strategy- highly engaged and highly profitable customers. How do we retain and grow this customer base?</li> <li> Focusing on the right product selection, moving away from marketing and focusing on long-term relationships instead</li> <li> How do we engage our customers? What do they like?</li> <li> At the end of the day, our Customer Loyalty Team is at the core. They are the eyes and ears of the customers</li> <li> How do we make this strategy successful?</li> <li> Think about how what you do impacts the customer</li> <li> Think about how what you do builds the Zappos brand/story</li> </ul> </div> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> <div style="font-family:'Helvetica Neue';font-size:14px;"> <span style="font-size:14px;"><em><strong>Dan Ariely- External Speaker</strong></em></span></div> <ul> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> You can check out some of Dan&#39;s previous talks here: <a href="http://danariely.com/speaking/">http://danariely.com/speaking/</a></li> </ul> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> <em><strong>Brief Company-Wide Updates</strong></em></p> <ul> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Zappos Interns-</strong> We showed a video featuring our 2016 interns talking about their experience being part of the Zappos family</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Zappos Events-</strong> Our employee events team talked about upcoming Zappos sponsored events including PRIDE</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Culture Gatekeepers-</strong> An overview on our Core Values and how as the basis of our culture, these values are still relevant in a self-managed enviroment</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Women Empowered-</strong> Empowering women across the company to fullfill their potential through mentorship and communication. We celebrated a &quot;Superwoman&quot; who was recognized on stage for her accomplishments in Tech</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Why Discovery Workshop-</strong> Helping Zappos employees find their purpose through the Simon Sinek &quot;Why Discovery Workshop&quot; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;(check out more information here:&nbsp;<a href="https://www.startwithwhy.com">https://www.startwithwhy.com</a>)</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Why Space Circle-</strong> Supporting Zappos employees as they find new roles within the company that fits their individual purpose</li> <li style="font-family: 'Helvetica Neue'; font-size: 14px;"> <strong>Think Circle-</strong> Formed from a previous All Hands activity, this circle has focused on unconvential marketing campaigns which includes a video that aired on New Year&#39;s Eve in Times Square (View the full video here: <a href="https://www.youtube.com/watch?v=tKgedZCbQJ0">https://www.youtube.com/watch?v=tKgedZCbQJ0</a>)&nbsp;Future projects are centered around giving customers unique experiences and showing that Zappos is not just an online retailer</li> </ul> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> <em><strong>Wrapping Up:</strong></em></p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> Another great meeting with plenty of updates and food for thought.&nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> &nbsp;</p> <p style="font-family: 'Helvetica Neue'; font-size: 14px;"> <em><strong>From these All Hands topics, which would you like to learn more about?</strong></em></p> <div style="font-family:'Helvetica Neue';font-size:14px;"> &nbsp;</div> </div> </div> Wed, 12 Aug 2015 08:00:00 GMT http://www.zapposinsights.com/blog/item/august-2015-all-hands-meeting-live-blog Kristy: What Culture Means To Me http://www.zapposinsights.com/blog/item/what-culture-means-to-me <p class="date"> 07/29/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 07/29/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p> Culture means to trust. Too many organizations focus on controlling, restricting, and managing people. If you have to worry about all that, perhaps you&rsquo;re not hiring the right people. I was hired to do my job because the company believed I would be the best person to do the job, so I&rsquo;m trusted to do it. I&rsquo;m also trusted to make good decisions for the company, so I&rsquo;m free to use a tool that allows me to make any changes in the company I sense the need to make. The tool is called Holacracy.&nbsp;</p> </div> <div class="summary"> <p> Culture means to trust. Too many organizations focus on controlling, restricting, and managing people. If you have to worry about all that, perhaps you&rsquo;re not hiring the right people. I was hired to do my job because the company believed I would be the best person to do the job, so I&rsquo;m trusted to do it. I&rsquo;m also trusted to make good decisions for the company, so I&rsquo;m free to use a tool that allows me to make any changes in the company I sense the need to make. The tool is called Holacracy.&nbsp;</p> </div> <div class="html clearfix clear"> <p> Self-organization lead me down an unexpected path.</p> <p> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/content/blog-summary/kristymeade.jpg" style="width: 300px; height: 300px; float: right; margin: 15px;" />Being a woman in tech, I encounter the effects of unconscious gender bias regularly. I want to stress the &ldquo;unconscious&rdquo; part, these are the things people don&rsquo;t even realize are influencing them, things people have no idea they&rsquo;re doing. Things like someone stopping by the Information Security area asking questions, and with each answer I give they turn to one of the men and don&rsquo;t continue to engage in the conversation until one of the men nods in agreement with my answer. While it doesn&rsquo;t protect from this particular gender bias, I realized that Holacracy provides protections that create an environment in which some actions based on unconscious gender bias are not possible.</p> <p> I decided to write an article about my discovery and shared it with some people at work. Within a week that article traveled farther than I ever thought it would and before I knew it I had women from all over the company emailing me, stopping me in hallways, coming by my desk to tell me their stories or asking for advice about gender bias in our workplace. I knew we weren&rsquo;t immune to it, but I had no idea so many others were suffering from the effects of this. What I heard from these women more than anything was &ldquo;I thought it was just me.&rdquo;</p> <p> This is when I realized the full potential of Holacracy. I had sensed a tension (a gap between where we were and where we could be). I had a unique perspective on this issue, no one else in the company knew just how many women needed help. So I, an Information Security Analyst, engaged my authority as a partner in Holacracy to resolve this tension. I found a team that had a purpose of &ldquo;Inspiring Zapponians to be the change they want to see&rdquo;, and decided that felt like the right place to process this tension. I proposed a role (like a new position to be filled in the company) for Diversity and Inclusion Specialist. I was added to the role and began to develop a diversity plan. When I began sharing that plan with others I discovered that almost everyone wanted to be a part of it. I was engaging people, inspiring people, I was leading, and I was trusted to do it.</p> <p> Where has this unexpected path lead? There is now a diversity team dedicated to making diversity and inclusion a fundamental priority of our company. I gave a talk on our campus about unconscious bias and how we can work together to change the way we handle it, and a week later someone came to me to tell me that I had changed her life. I spoke and it made a difference to someone. I used to think &ldquo;Who am I to change this?&rdquo; &ldquo;If I thought of it, surely everyone else has too.&rdquo; &ldquo;Why would anyone want to hear what I have to say?&rdquo; I didn&rsquo;t accept that I had the ability to solve these problems until Holacracy gave me a voice. And I realized I had something to say when people started listening.</p> <p> My thoughts on unconscious bias and self-organization as the socially responsible way to operate a company have reached people in India, Austria, and England in addition to our local community. Holacracy didn&rsquo;t just give me a voice, it gave me a powerful voice. None of this would have been possible if Zappos hadn&rsquo;t trusted me enough to give me the authority to change anything I sensed the need to change. Culture means to trust.</p> </div> <div class="html clearfix clear"> <p> Self-organization lead me down an unexpected path.</p> <p> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/content/blog-summary/kristymeade.jpg" style="width: 300px; height: 300px; float: right; margin: 15px;" />Being a woman in tech, I encounter the effects of unconscious gender bias regularly. I want to stress the &ldquo;unconscious&rdquo; part, these are the things people don&rsquo;t even realize are influencing them, things people have no idea they&rsquo;re doing. Things like someone stopping by the Information Security area asking questions, and with each answer I give they turn to one of the men and don&rsquo;t continue to engage in the conversation until one of the men nods in agreement with my answer. While it doesn&rsquo;t protect from this particular gender bias, I realized that Holacracy provides protections that create an environment in which some actions based on unconscious gender bias are not possible.</p> <p> I decided to write an article about my discovery and shared it with some people at work. Within a week that article traveled farther than I ever thought it would and before I knew it I had women from all over the company emailing me, stopping me in hallways, coming by my desk to tell me their stories or asking for advice about gender bias in our workplace. I knew we weren&rsquo;t immune to it, but I had no idea so many others were suffering from the effects of this. What I heard from these women more than anything was &ldquo;I thought it was just me.&rdquo;</p> <p> This is when I realized the full potential of Holacracy. I had sensed a tension (a gap between where we were and where we could be). I had a unique perspective on this issue, no one else in the company knew just how many women needed help. So I, an Information Security Analyst, engaged my authority as a partner in Holacracy to resolve this tension. I found a team that had a purpose of &ldquo;Inspiring Zapponians to be the change they want to see&rdquo;, and decided that felt like the right place to process this tension. I proposed a role (like a new position to be filled in the company) for Diversity and Inclusion Specialist. I was added to the role and began to develop a diversity plan. When I began sharing that plan with others I discovered that almost everyone wanted to be a part of it. I was engaging people, inspiring people, I was leading, and I was trusted to do it.</p> <p> Where has this unexpected path lead? There is now a diversity team dedicated to making diversity and inclusion a fundamental priority of our company. I gave a talk on our campus about unconscious bias and how we can work together to change the way we handle it, and a week later someone came to me to tell me that I had changed her life. I spoke and it made a difference to someone. I used to think &ldquo;Who am I to change this?&rdquo; &ldquo;If I thought of it, surely everyone else has too.&rdquo; &ldquo;Why would anyone want to hear what I have to say?&rdquo; I didn&rsquo;t accept that I had the ability to solve these problems until Holacracy gave me a voice. And I realized I had something to say when people started listening.</p> <p> My thoughts on unconscious bias and self-organization as the socially responsible way to operate a company have reached people in India, Austria, and England in addition to our local community. Holacracy didn&rsquo;t just give me a voice, it gave me a powerful voice. None of this would have been possible if Zappos hadn&rsquo;t trusted me enough to give me the authority to change anything I sensed the need to change. Culture means to trust.</p> </div> Thu, 30 Jul 2015 04:14:41 GMT http://www.zapposinsights.com/blog/item/what-culture-means-to-me Passion Vs. Purpose: Finding What May Be Missing In Your Workday http://www.zapposinsights.com/blog/item/passion-vs-purpose-finding-what-may-be-missing-in-your-workday <p class="date"> 07/15/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 07/15/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p> &ldquo;Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do&rdquo; ~ Steve Jobs</p> </div> <div class="summary"> <p> &ldquo;Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do&rdquo; ~ Steve Jobs</p> </div> <div class="html clearfix clear"> <p> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/photos/purpose_post.png" style="width: 500px; height: 294px; float: right; margin: 15px;" />In a perfect world, everyone would do what they love. If you&rsquo;re lucky enough to truly enjoy your work, stop reading! For those who may need a little extra push to make it through the 9 to 5, it&rsquo;s time to spark the fire that gets you going again! According to a recent study by Gallup, most of us may need that push. &nbsp;Their research indicates only 13% of employees across 142 countries are engaged at work. [<a href="http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx">http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx</a>] Yikes!&nbsp;</p> <p> What drives engagement and why is it so important? For most of us, passion drives engagement and motivation. We all know what passion is. It excites us...it pushes us. We are often told to &ldquo;pursue our passion,&rdquo; and for good reason! But don&rsquo;t forget about the other important piece of the puzzle: purpose.&nbsp;</p> <div> &nbsp;</div> <p> The concepts of passion and purpose may seem interchangeable, but with a deeper look, the differences between the two become clear. Passion tends to be inwardly focused. It&rsquo;s what drives us, makes us feel good; it&rsquo;s about the individual. Purpose, on the other hand, is typically outwardly focused; it usually involves the greater impact we make on others and the effect we have on our surroundings.&nbsp;</p> <p> The core of your purpose tends to remain the same throughout your life but will likely evolve as you discover new experiences and grow as a person. We don&rsquo;t have the magic formula to discovering your purpose but some things to consider when thinking about what truly gets you going are:&nbsp;</p> <p> &bull; &nbsp;Your values</p> <p> &bull; &nbsp;Your unique talents</p> <p> &bull; &nbsp;What you want to give back to the world</p> <p> &bull; &nbsp;What inspires you</p> <p> Now that you&rsquo;re starting to let that simmer, think about the purpose of the work you currently do. At Zappos, our work is centered around purpose. In Holacracy, a team (or in Holacracy language, a circle) cannot be created without a purpose. Think about that. In order for work to be done, there has to be a reason why and the people doing the work need to strongly align with that purpose. Try asking yourself what the reason why behind your work is. You may need to ask yourself a few times to really get down to the core of what that purpose is.</p> <p> A study by Deloitte reports that 73 percent of employees who say they work at a &quot;purpose-driven&quot; company are engaged, compared to just 23 percent of those who don&rsquo;t.&nbsp;</p> <p> (<a href="http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-culture-of-purpose.pdf">http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-culture-of-purpose.pdf</a>). Aligning yourself with the purpose of the work you do should help you better connect to the day to day tasks that help bring that purpose to life, hopefully bringing a whole new meaning to your work day leaving you more fulfilled, productive, and engaged. Who wouldn&rsquo;t want to be a part of that?</p> </div> <div class="html clearfix clear"> <p> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/photos/purpose_post.png" style="width: 500px; height: 294px; float: right; margin: 15px;" />In a perfect world, everyone would do what they love. If you&rsquo;re lucky enough to truly enjoy your work, stop reading! For those who may need a little extra push to make it through the 9 to 5, it&rsquo;s time to spark the fire that gets you going again! According to a recent study by Gallup, most of us may need that push. &nbsp;Their research indicates only 13% of employees across 142 countries are engaged at work. [<a href="http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx">http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx</a>] Yikes!&nbsp;</p> <p> What drives engagement and why is it so important? For most of us, passion drives engagement and motivation. We all know what passion is. It excites us...it pushes us. We are often told to &ldquo;pursue our passion,&rdquo; and for good reason! But don&rsquo;t forget about the other important piece of the puzzle: purpose.&nbsp;</p> <div> &nbsp;</div> <p> The concepts of passion and purpose may seem interchangeable, but with a deeper look, the differences between the two become clear. Passion tends to be inwardly focused. It&rsquo;s what drives us, makes us feel good; it&rsquo;s about the individual. Purpose, on the other hand, is typically outwardly focused; it usually involves the greater impact we make on others and the effect we have on our surroundings.&nbsp;</p> <p> The core of your purpose tends to remain the same throughout your life but will likely evolve as you discover new experiences and grow as a person. We don&rsquo;t have the magic formula to discovering your purpose but some things to consider when thinking about what truly gets you going are:&nbsp;</p> <p> &bull; &nbsp;Your values</p> <p> &bull; &nbsp;Your unique talents</p> <p> &bull; &nbsp;What you want to give back to the world</p> <p> &bull; &nbsp;What inspires you</p> <p> Now that you&rsquo;re starting to let that simmer, think about the purpose of the work you currently do. At Zappos, our work is centered around purpose. In Holacracy, a team (or in Holacracy language, a circle) cannot be created without a purpose. Think about that. In order for work to be done, there has to be a reason why and the people doing the work need to strongly align with that purpose. Try asking yourself what the reason why behind your work is. You may need to ask yourself a few times to really get down to the core of what that purpose is.</p> <p> A study by Deloitte reports that 73 percent of employees who say they work at a &quot;purpose-driven&quot; company are engaged, compared to just 23 percent of those who don&rsquo;t.&nbsp;</p> <p> (<a href="http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-culture-of-purpose.pdf">http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-culture-of-purpose.pdf</a>). Aligning yourself with the purpose of the work you do should help you better connect to the day to day tasks that help bring that purpose to life, hopefully bringing a whole new meaning to your work day leaving you more fulfilled, productive, and engaged. Who wouldn&rsquo;t want to be a part of that?</p> </div> Thu, 16 Jul 2015 03:51:07 GMT http://www.zapposinsights.com/blog/item/passion-vs-purpose-finding-what-may-be-missing-in-your-workday SHRM Conference Live Blogging http://www.zapposinsights.com/blog/item/shrm-conference-live-blogging <p class="date"> 06/29/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 06/29/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <div> Stay up-to-date on the Society of Human Resource Management Convention in Las Vegas, Nevada with our live blog of the presentations.</div> </div> <div class="summary"> <div> Stay up-to-date on the Society of Human Resource Management Convention in Las Vegas, Nevada with our live blog of the presentations.</div> </div> <div class="html clearfix clear"> <h2 style="text-align: center;"> Sessions</h2> <p style="text-align: center;"> <img alt="" class="img-thumnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/shrm.jpg" style="width: 599px; height: 279px;" /></p> <h2> June 29th, 2015</h2> <h3> <a href="http://www.zapposinsights.com/shrm/bambi-vs-godzilla">BAMBI vs. GODZILLA: Dealing with Difficult People: Keys to Empowered Communication</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/marcus-buckingham">Keynote Session featuring Marcus Buckingham</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/personal-emotional-connection">Personal Emotional Connections: How Truly Knowing Your People Creates a Highly Engaged Workforce</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/leading-with-trust?preview=true&amp;k=a62gBv-e$19n20">Leading with Trust: Five Skills Every Leader Must Master</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/its-the-culture">&nbsp;It&#39;s The Culture, Stupid! Change Your Culture - Change Your Results</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/disruptive-thinking">Disruptive Thinking: Fostering a Culture of Game-Changing Leadership</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/balancing-work">Balancing Work &amp; Life in a Crazy, Connected World</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/first-day-every-day">First Day Mindset Every Day</a></h3> <h2> June 30th, 2015</h2> <h3> <a href="http://www.zapposinsights.com/shrm/cultures-that-rock?preview=true&amp;k=a62gBv-e$19n20">Cultures that ROCK! Five Proven Ways to Develop and Sustain a Phenomenal Workplace</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/professional-communication">Professional Communication: Leading with Your Assertive Voice</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/mika-brzezinski?preview=true&amp;k=a62gBv-e$19n20">Keynote Session featuring Mika Brzezinski</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/making-a-difference">Making a Difference&trade;: A Matter of Purpose, Passion and Pride</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/the-art-of-work">The Art of Work: Discovering What You Were Meant To Do</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/better-than-average">Better than Average: How to Stand Out from the Crowd</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/trustology">Trust-ol-o-gy: The Art and Science of Leading High-Trust Teams</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/cant-we-just-get-along">Can&#39;t We All Just Get Along?: Relationship Management at Work &amp; Why the Golden Rule is Wrong</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/employee-engagement-is-broken">Employee Engagement is Broken: Unlocking the True Driver of Employee Performance</a></h3> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> <div class="html clearfix clear"> <h2 style="text-align: center;"> Sessions</h2> <p style="text-align: center;"> <img alt="" class="img-thumnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/shrm.jpg" style="width: 599px; height: 279px;" /></p> <h2> June 29th, 2015</h2> <h3> <a href="http://www.zapposinsights.com/shrm/bambi-vs-godzilla">BAMBI vs. GODZILLA: Dealing with Difficult People: Keys to Empowered Communication</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/marcus-buckingham">Keynote Session featuring Marcus Buckingham</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/personal-emotional-connection">Personal Emotional Connections: How Truly Knowing Your People Creates a Highly Engaged Workforce</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/leading-with-trust?preview=true&amp;k=a62gBv-e$19n20">Leading with Trust: Five Skills Every Leader Must Master</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/its-the-culture">&nbsp;It&#39;s The Culture, Stupid! Change Your Culture - Change Your Results</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/disruptive-thinking">Disruptive Thinking: Fostering a Culture of Game-Changing Leadership</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/balancing-work">Balancing Work &amp; Life in a Crazy, Connected World</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/first-day-every-day">First Day Mindset Every Day</a></h3> <h2> June 30th, 2015</h2> <h3> <a href="http://www.zapposinsights.com/shrm/cultures-that-rock?preview=true&amp;k=a62gBv-e$19n20">Cultures that ROCK! Five Proven Ways to Develop and Sustain a Phenomenal Workplace</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/professional-communication">Professional Communication: Leading with Your Assertive Voice</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/mika-brzezinski?preview=true&amp;k=a62gBv-e$19n20">Keynote Session featuring Mika Brzezinski</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/making-a-difference">Making a Difference&trade;: A Matter of Purpose, Passion and Pride</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/the-art-of-work">The Art of Work: Discovering What You Were Meant To Do</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/better-than-average">Better than Average: How to Stand Out from the Crowd</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/trustology">Trust-ol-o-gy: The Art and Science of Leading High-Trust Teams</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/cant-we-just-get-along">Can&#39;t We All Just Get Along?: Relationship Management at Work &amp; Why the Golden Rule is Wrong</a></h3> <h3> <a href="http://www.zapposinsights.com/shrm/employee-engagement-is-broken">Employee Engagement is Broken: Unlocking the True Driver of Employee Performance</a></h3> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> Mon, 29 Jun 2015 20:11:48 GMT http://www.zapposinsights.com/blog/item/shrm-conference-live-blogging The Importance Of Downtime http://www.zapposinsights.com/blog/item/the-importance-of-downtime <p class="date"> 06/10/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 06/10/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <style type="text/css"> .blog-post ul{ list-style-type: square; display: list-item; } .blog-post li{ font-size: 1.7em; display: list-item; list-style-type: square; margin-left: 20px; }</style> <p> Distractions&hellip;are they really such a bad thing? We&rsquo;ve been trained to think that any time spent not working while you&rsquo;re at work, is time wasted. Actually, the opposite may be true. Numerous studies support&nbsp;that&nbsp;small frequent breaks throughout the day increase productivity, creativity and decrease stress.</p> </div> <div class="summary"> <style type="text/css"> .blog-post ul{ list-style-type: square; display: list-item; } .blog-post li{ font-size: 1.7em; display: list-item; list-style-type: square; margin-left: 20px; }</style> <p> Distractions&hellip;are they really such a bad thing? We&rsquo;ve been trained to think that any time spent not working while you&rsquo;re at work, is time wasted. Actually, the opposite may be true. Numerous studies support&nbsp;that&nbsp;small frequent breaks throughout the day increase productivity, creativity and decrease stress.</p> </div> <div class="html clearfix clear"> <div> <p> <img alt="" class="img-responsive img-thumbnail" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/Buckets.JPG" style="width: 500px; height: 333px; float: right; margin: 15px;" />Here at Zappos, we take the&nbsp;&ldquo;work hard, play hard&rdquo;&nbsp;motto seriously and even have it reflected in our Core Values, &ldquo;Build a Positive Team &amp; Family Spirit&rdquo; and &ldquo;Create Fun And A Little Weirdness.&rdquo; You can&rsquo;t do either without taking time out of your day to step away from your desk every once in a while. We&rsquo;ve brought these values to life in the past by hosting Greek Week themed festivities where teams could compete in&nbsp;activities from beer pong to toga contests and our HR department even dialed up the fun and weirdness by&nbsp;choreographing a full Riverdance-style parade.</p> <p> <a href="http://www.onlinebusinessdegree.org/2012/11/05/take-a-break/" rel="nofollow">Onlinebusinessdegree.org</a> has some fun facts around the benefits of taking breaks:</p> <ul> <li> <em>Microbreaks between 30 seconds to 5 minutes improved mental acuity by 13%</em></li> <li> <em>When you&rsquo;re staring at a computer screen for hours, a 15 second break taken every 10 minutes reduces fatigue by 50%</em></li> <li> <em>Those who spend some of their time (less than 20%) surfing the web are an average of 9% more productive than those who resist the urge to browse</em></li> </ul> <p> &nbsp;</p> <p> Want to take advantage of your downtime? Depending on the amount of time you have, you could try some of the following ideas:</p> <p> <strong>Have 5 minutes?</strong></p> <ul> <li> Find and share a funny YouTube video</li> <li> Share a personal story</li> <li> Check social media-&nbsp;<em>Studies suggest that employees may be up to 10% more efficient when they check social media regularly.</em></li> </ul> <p> <strong>Have 15 minutes?</strong></p> <ul> <li> Take a coffee break with a co-worker.</li> <li> Step outside and take a quick walk and get that blood flowing.&nbsp;<em>Even better if you can convert a meeting into a walking meeting!</em></li> <li> Grab a few people and play a quick board game or solve a puzzle as a group.&nbsp;Y<em>ou can even leave this in a central location and continue this throughout the day or week.</em></li> </ul> <p> <strong>Have an hour?</strong></p> <ul> <li> Host a themed potluck.&nbsp;<em>Let your creativity shine and make the theme fun&hellip;.food on sticks, anyone?</em></li> <li> Have an eating contest.&nbsp;<em>Our favorites at Zappos include Oreos, donuts, and hotdogs.</em></li> <li> Host a lunch and learn.&nbsp;L<em>earn or teach a new skill to your team over your lunch hour, what better way to spread your talents!</em></li> </ul> <p> &nbsp;</p> <p> <em>What are your favorite ways to spend down time at work?</em></p> </div> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> <div class="html clearfix clear"> <div> <p> <img alt="" class="img-responsive img-thumbnail" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/Buckets.JPG" style="width: 500px; height: 333px; float: right; margin: 15px;" />Here at Zappos, we take the&nbsp;&ldquo;work hard, play hard&rdquo;&nbsp;motto seriously and even have it reflected in our Core Values, &ldquo;Build a Positive Team &amp; Family Spirit&rdquo; and &ldquo;Create Fun And A Little Weirdness.&rdquo; You can&rsquo;t do either without taking time out of your day to step away from your desk every once in a while. We&rsquo;ve brought these values to life in the past by hosting Greek Week themed festivities where teams could compete in&nbsp;activities from beer pong to toga contests and our HR department even dialed up the fun and weirdness by&nbsp;choreographing a full Riverdance-style parade.</p> <p> <a href="http://www.onlinebusinessdegree.org/2012/11/05/take-a-break/" rel="nofollow">Onlinebusinessdegree.org</a> has some fun facts around the benefits of taking breaks:</p> <ul> <li> <em>Microbreaks between 30 seconds to 5 minutes improved mental acuity by 13%</em></li> <li> <em>When you&rsquo;re staring at a computer screen for hours, a 15 second break taken every 10 minutes reduces fatigue by 50%</em></li> <li> <em>Those who spend some of their time (less than 20%) surfing the web are an average of 9% more productive than those who resist the urge to browse</em></li> </ul> <p> &nbsp;</p> <p> Want to take advantage of your downtime? Depending on the amount of time you have, you could try some of the following ideas:</p> <p> <strong>Have 5 minutes?</strong></p> <ul> <li> Find and share a funny YouTube video</li> <li> Share a personal story</li> <li> Check social media-&nbsp;<em>Studies suggest that employees may be up to 10% more efficient when they check social media regularly.</em></li> </ul> <p> <strong>Have 15 minutes?</strong></p> <ul> <li> Take a coffee break with a co-worker.</li> <li> Step outside and take a quick walk and get that blood flowing.&nbsp;<em>Even better if you can convert a meeting into a walking meeting!</em></li> <li> Grab a few people and play a quick board game or solve a puzzle as a group.&nbsp;Y<em>ou can even leave this in a central location and continue this throughout the day or week.</em></li> </ul> <p> <strong>Have an hour?</strong></p> <ul> <li> Host a themed potluck.&nbsp;<em>Let your creativity shine and make the theme fun&hellip;.food on sticks, anyone?</em></li> <li> Have an eating contest.&nbsp;<em>Our favorites at Zappos include Oreos, donuts, and hotdogs.</em></li> <li> Host a lunch and learn.&nbsp;L<em>earn or teach a new skill to your team over your lunch hour, what better way to spread your talents!</em></li> </ul> <p> &nbsp;</p> <p> <em>What are your favorite ways to spend down time at work?</em></p> </div> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> Wed, 10 Jun 2015 09:00:00 GMT http://www.zapposinsights.com/blog/item/the-importance-of-downtime Ryo: What Culture Means To Me http://www.zapposinsights.com/blog/item/ryo-what-culture-means-to-me <p class="date"> 06/03/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 06/03/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p class="p1"> <em><span class="s1">Continuing our series of employees sharing what the Zappos culture means to them, we have Ryo sharing his perspective. Ryo&rsquo;s Zappos journey started as a barista in our in-house coffee shop, affectionately called the Z-caf&eacute;. From there he continued onto our Customer Loyalty Team wowing customers one phone call at a time. Today, Ryo is a Zappos tour guide and spreads his knowledge about the Zappos culture with visitors from all around&nbsp;the world. Here is a story he chose to share about his first&nbsp;visit to&nbsp;Zappos.</span></em></p> </div> <div class="summary"> <p class="p1"> <em><span class="s1">Continuing our series of employees sharing what the Zappos culture means to them, we have Ryo sharing his perspective. Ryo&rsquo;s Zappos journey started as a barista in our in-house coffee shop, affectionately called the Z-caf&eacute;. From there he continued onto our Customer Loyalty Team wowing customers one phone call at a time. Today, Ryo is a Zappos tour guide and spreads his knowledge about the Zappos culture with visitors from all around&nbsp;the world. Here is a story he chose to share about his first&nbsp;visit to&nbsp;Zappos.</span></em></p> </div> <div class="html clearfix clear"> <p class="p1"> <span class="s1">It was August 2012.</span></p> <p class="p1"> <span class="s1">I walked up to the front door of the campus and was greeted by some people who offered me a snow cone. I chose my flavor, blue raspberry, and walked into the lobby area of a place called Zappos.</span></p> <p class="p1"> <span class="s1">I was there for an interview, I checked-in, and waited.</span></p> <p> <em><span class="s1"><img alt="" class="img-thumbnail img-reponsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/ryo.jpg" style="width: 333px; height: 500px; float: right; margin: 10px;" /></span></em></p> <p class="p1"> <span class="s1">There was something different here. There were smiling faces and an energy I haven&rsquo;t seen in a long time. I noticed everyone dressed up in casual attire, tattoos, different colored hair, piercings, and random, loud &ldquo;fun&rdquo; noises could be heard from a distance.</span></p> <p class="p1"> <span class="s1">During this time, I noticed a large iPad table where I chose to select Angry Birds to play while I waited for my interview.&nbsp;And then, I met&nbsp;my Recruiting Assistant, Alexis.</span></p> <p class="p1"> <span class="s1">She was kind enough to give me a tour of the campus and off we went.</span></p> <p class="p1"> <span class="s1">There was the &quot;Stairway To Culture&rdquo; with handwritten blurbs from all the employees sharing positive mantras and phrases. The Zbistro, buzzing with activity and the smell of delicious food as I was offered a free beverage. Then, there was the call center area where the desks were differently themed and decorated by the employees. Finally, a central area called &ldquo;Monkey Row,&rdquo; where the executives of the company sat amongst the other employees.</span></p> <p class="p1"> <span class="s1">&ldquo;They don&rsquo;t have offices?&rdquo; I asked.&nbsp;Alexis kindly smiled and replied, &ldquo;No, they sit with everyone else here.&rdquo;</span></p> <p class="p1"> <span class="s1">What is this place?</span></p> <p class="p1"> <span class="s1">I felt like I had just been sent back in time to the days of high school, or perhaps, a college dormitory. Maybe, it was a mixture of both. Whatever this place was, I knew right then and there, I had to be a part of it.</span></p> <p class="p1"> <span class="s1">What was it that drew me in?</span></p> <p class="p1"> <span class="s1">I want to say it was the energy and vibe of the company. But ultimately, it was the Zappos company culture and it&rsquo;s 10 Core Values.</span></p> <p class="p1"> <span class="s1">So, what is&nbsp;the&nbsp;Zappos culture?</span></p> <p class="p1"> <span class="s1">It&rsquo;s the people. It&rsquo;s the connectedness. It&rsquo;s the sense of community inside the company. I&nbsp;now&nbsp;work with so many different and diverse people from all over the world at Zappos, but we are all passionate about that one thing:&nbsp;<i>our company culture</i>.</span></p> <p class="p1"> <span class="s1">There is something to be said about the uniqueness of Zappos Culture. We&rsquo;ve gone through many challenges in the last three years, and like most families, we are steadfast and we adapt to constant change much quicker than most companies I&rsquo;ve ever worked for in the past.</span></p> <p class="p1"> <span class="s1">Zappos culture resonates&nbsp;with&nbsp;a vibe that is infectious and makes one want to take part in it.</span></p> <p class="p1"> <span class="s1">Often times I get asked, &ldquo;How do you like working at Zappos?&rdquo; I always reply, &ldquo;I like that I get to come to work.&rdquo; How often does one say something like that about their job?</span></p> <p class="p1"> <span class="s1">Zappos has a great working environment. There are genuinely happy Zapponians who enjoy being here and sharing their passions. I&rsquo;m lucky to be one of them.</span></p> <p class="p1"> <span class="s1">What is Zappos Culture?</span></p> <p class="p1"> <span class="s1">It&rsquo;s the people.</span></p> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> <div class="html clearfix clear"> <p class="p1"> <span class="s1">It was August 2012.</span></p> <p class="p1"> <span class="s1">I walked up to the front door of the campus and was greeted by some people who offered me a snow cone. I chose my flavor, blue raspberry, and walked into the lobby area of a place called Zappos.</span></p> <p class="p1"> <span class="s1">I was there for an interview, I checked-in, and waited.</span></p> <p> <em><span class="s1"><img alt="" class="img-thumbnail img-reponsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/ryo.jpg" style="width: 333px; height: 500px; float: right; margin: 10px;" /></span></em></p> <p class="p1"> <span class="s1">There was something different here. There were smiling faces and an energy I haven&rsquo;t seen in a long time. I noticed everyone dressed up in casual attire, tattoos, different colored hair, piercings, and random, loud &ldquo;fun&rdquo; noises could be heard from a distance.</span></p> <p class="p1"> <span class="s1">During this time, I noticed a large iPad table where I chose to select Angry Birds to play while I waited for my interview.&nbsp;And then, I met&nbsp;my Recruiting Assistant, Alexis.</span></p> <p class="p1"> <span class="s1">She was kind enough to give me a tour of the campus and off we went.</span></p> <p class="p1"> <span class="s1">There was the &quot;Stairway To Culture&rdquo; with handwritten blurbs from all the employees sharing positive mantras and phrases. The Zbistro, buzzing with activity and the smell of delicious food as I was offered a free beverage. Then, there was the call center area where the desks were differently themed and decorated by the employees. Finally, a central area called &ldquo;Monkey Row,&rdquo; where the executives of the company sat amongst the other employees.</span></p> <p class="p1"> <span class="s1">&ldquo;They don&rsquo;t have offices?&rdquo; I asked.&nbsp;Alexis kindly smiled and replied, &ldquo;No, they sit with everyone else here.&rdquo;</span></p> <p class="p1"> <span class="s1">What is this place?</span></p> <p class="p1"> <span class="s1">I felt like I had just been sent back in time to the days of high school, or perhaps, a college dormitory. Maybe, it was a mixture of both. Whatever this place was, I knew right then and there, I had to be a part of it.</span></p> <p class="p1"> <span class="s1">What was it that drew me in?</span></p> <p class="p1"> <span class="s1">I want to say it was the energy and vibe of the company. But ultimately, it was the Zappos company culture and it&rsquo;s 10 Core Values.</span></p> <p class="p1"> <span class="s1">So, what is&nbsp;the&nbsp;Zappos culture?</span></p> <p class="p1"> <span class="s1">It&rsquo;s the people. It&rsquo;s the connectedness. It&rsquo;s the sense of community inside the company. I&nbsp;now&nbsp;work with so many different and diverse people from all over the world at Zappos, but we are all passionate about that one thing:&nbsp;<i>our company culture</i>.</span></p> <p class="p1"> <span class="s1">There is something to be said about the uniqueness of Zappos Culture. We&rsquo;ve gone through many challenges in the last three years, and like most families, we are steadfast and we adapt to constant change much quicker than most companies I&rsquo;ve ever worked for in the past.</span></p> <p class="p1"> <span class="s1">Zappos culture resonates&nbsp;with&nbsp;a vibe that is infectious and makes one want to take part in it.</span></p> <p class="p1"> <span class="s1">Often times I get asked, &ldquo;How do you like working at Zappos?&rdquo; I always reply, &ldquo;I like that I get to come to work.&rdquo; How often does one say something like that about their job?</span></p> <p class="p1"> <span class="s1">Zappos has a great working environment. There are genuinely happy Zapponians who enjoy being here and sharing their passions. I&rsquo;m lucky to be one of them.</span></p> <p class="p1"> <span class="s1">What is Zappos Culture?</span></p> <p class="p1"> <span class="s1">It&rsquo;s the people.</span></p> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> Wed, 03 Jun 2015 09:00:00 GMT http://www.zapposinsights.com/blog/item/ryo-what-culture-means-to-me An Inside Look at the 2015 Q2 Zappos All Hands http://www.zapposinsights.com/blog/item/an-inside-look-at-the-2015-q2-zappos-all-hands <p class="date"> 05/26/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 05/26/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p> <i>The All Hands meeting is a quarterly meeting where every Zappos employee gathers to get updates on things happening around the company. There is everything from informative and inspirational guest speakers to employee performances.</i></p> </div> <div class="summary"> <p> <i>The All Hands meeting is a quarterly meeting where every Zappos employee gathers to get updates on things happening around the company. There is everything from informative and inspirational guest speakers to employee performances.</i></p> </div> <div class="html clearfix clear"> <p> Back to our roots - this was the overall theme of the day.</p> <p> The meeting opened with a video of Destin Sandlin from the YouTube channel &#39;Smarter Everyday&#39; talking about learning to ride a bike. &quot;It&rsquo;s like riding a bike.&rdquo; You hear that phrase often and you automatically understand its meaning. The thought being that once you learn something, it&rsquo;s almost impossible to unlearn it. In his case, this wasn&rsquo;t exactly true. Sure, he had learned to ride a bike at the age of 6. But when one of his engineers built a &ldquo;special&rdquo; bike, he quickly found out this bike wasn&rsquo;t just any bike. It was actually a backwards bike that when the handles were turned left, the bike would turn right, and vice-versa. He thought he could hop on and figure it out in a matter of minutes. In reality, he had to unlearn how to do something he was familiar with and now learn how to do it in a whole new way. Something that you might think should have been so simple took him 8 months to learn and even then, he had to really focus and put all his energy into staying on the darn bike!</p> <p> Side note, I know you are thinking right now that you could totally ride that bike&hellip; You can&rsquo;t. We&rsquo;ve been trying it all day at Zappos and no dice.</p> <p> Does this remind you of anything? Sound familiar? I thought this was both a funny and powerful message considering the current journey at Zappos of moving from a traditional organizational structure to self-organization. Read more about this change here: <a href="http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh" target="_blank">http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh</a></p> <p> Self-management is hard; Holacracy is hard. We&rsquo;re all used to working in a certain way. It&rsquo;s like riding a bike - years of practice and familiarity make it easy. You almost don&rsquo;t have to think about it, just ride. At the end of the video, Destin tried to go back to riding a regular bike and struggled. He was so used to the new way of riding that it was hard to revert back to old ways. But interesting to note, that while it took him 8 months to learn a new way to ride a bike, it only took 20 minutes for him to catch back on to the old way. Something to keep in mind as we seek to learn and develop a new way to do business at Zappos.</p> <p> Following the video, Tony Hsieh came on stage to speak. Typically, at an All Hands meeting Tony will give a brief introduction and say a few words about the speakers, but this time he spoke for much longer than usual. He talked about some of the struggles we&rsquo;ve had over the past 6 weeks since the pivotal email was sent. I could feel the emotion in the words he spoke. There was a video shown where employees, both those who chose to stay and those who decided to take &quot;the offer&quot;, were interviewed about their experiences. At one point, Tony talked about his own personal difficulties and admitted that one of the hardest things for him to hear was that there were some employees who wanted him to resign. Ouch. I appreciated his openness and hearing him speak really resonated with me because I could see that he truly believed in the changes we were making.</p> <p> One of our guest speakers was Ricardo Semler, who has been working in Teal organizations for 20+ years. Ricardo was not only knowledgeable, but he also had entertaining self-management anecdotes to share. At one point he stated &ldquo;The&nbsp; good news is that I have&nbsp; worked in Teal organizations for over 20 years, but the bad news is that I don&rsquo;t know what that means.&rdquo; I loved this because here is someone who many people would consider an expert in self-organization, admitting that he still doesn&rsquo;t have all of the answers.</p> <p> As he shared his experiences, what captured my attention the most was an idea of his called &ldquo;terminal days.&rdquo; Cancer runs in Ricardo&rsquo;s family and what he does is take time out of his week for a &ldquo;terminal day&rdquo; to focus on doing the things he was planning on doing when he retired. Basically, he lives his life as if he received the worst news possible from his doctor and chases his dreams.</p> <p> How many of us can say we truly do that? Most of our weekdays are busy with work, family, and so many other things that prevent us from discovering our passions. I know what I&rsquo;m passionate about at work but what if&hellip; What if I took the time during my week to try something new that had nothing to do with my job? I could rock climb, take a day trip to the beach, teach myself to crochet&hellip; The possibilities are endless. The fulfillment I got from these activities would surely spill over into my work life. I loved this concept so much that I&rsquo;m challenging myself to do this at least once a month. I&rsquo;m going to take a half day off and try a new outdoor activity that I&rsquo;ve always wanted to. If you could take a &ldquo;terminal day&rdquo;, what would you do?</p> <p> The meeting closed out with speakers from within the company. Each segment was a brief recap of various projects and events. From a circle called Women Empowered that focuses on the obstacles women in business face to highlighting a skating and brand awareness event happening in Downtown Las Vegas at the end of May, it was a nice peek into the work that&rsquo;s happening all around Zappos. .</p> <p> All in all, I felt like this was one of the best All Hands meetings I&rsquo;ve attended. I feel like we went back to remembering who we are as a company. Despite the hectic-ness and media coverage of our recent changes, I was reminded that these changes are actually bringing us all together. I like to say that we were all reading the same book, but we were just on different pages. We even announced that Zappos will be going back to its original purpose, to &ldquo;Live and Deliver WOW!&rdquo; Truly,&nbsp; going back to our roots.</p> <p> I usually leave these meetings with little nuggets of wisdom or inspiration from one of our speakers. This felt different. For the first time in a long time, I felt inspired by purpose, inspired to question the purpose in my personal life and comfort in the fact that my company rediscovered and refocused on ours. Not a bad way to spend 4 hours.</p> <p> (I know you&rsquo;re dying to see what riding a backwards bike looks like. Check out the story here: <a href="https://www.youtube.com/watch?v=MFzDaBzBlL0" target="_blank">https://www.youtube.com/watch?v=MFzDaBzBlL0</a>)</p> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> <div class="html clearfix clear"> <p> Back to our roots - this was the overall theme of the day.</p> <p> The meeting opened with a video of Destin Sandlin from the YouTube channel &#39;Smarter Everyday&#39; talking about learning to ride a bike. &quot;It&rsquo;s like riding a bike.&rdquo; You hear that phrase often and you automatically understand its meaning. The thought being that once you learn something, it&rsquo;s almost impossible to unlearn it. In his case, this wasn&rsquo;t exactly true. Sure, he had learned to ride a bike at the age of 6. But when one of his engineers built a &ldquo;special&rdquo; bike, he quickly found out this bike wasn&rsquo;t just any bike. It was actually a backwards bike that when the handles were turned left, the bike would turn right, and vice-versa. He thought he could hop on and figure it out in a matter of minutes. In reality, he had to unlearn how to do something he was familiar with and now learn how to do it in a whole new way. Something that you might think should have been so simple took him 8 months to learn and even then, he had to really focus and put all his energy into staying on the darn bike!</p> <p> Side note, I know you are thinking right now that you could totally ride that bike&hellip; You can&rsquo;t. We&rsquo;ve been trying it all day at Zappos and no dice.</p> <p> Does this remind you of anything? Sound familiar? I thought this was both a funny and powerful message considering the current journey at Zappos of moving from a traditional organizational structure to self-organization. Read more about this change here: <a href="http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh" target="_blank">http://www.zapposinsights.com/blog/item/a-memo-from-tony-hsieh</a></p> <p> Self-management is hard; Holacracy is hard. We&rsquo;re all used to working in a certain way. It&rsquo;s like riding a bike - years of practice and familiarity make it easy. You almost don&rsquo;t have to think about it, just ride. At the end of the video, Destin tried to go back to riding a regular bike and struggled. He was so used to the new way of riding that it was hard to revert back to old ways. But interesting to note, that while it took him 8 months to learn a new way to ride a bike, it only took 20 minutes for him to catch back on to the old way. Something to keep in mind as we seek to learn and develop a new way to do business at Zappos.</p> <p> Following the video, Tony Hsieh came on stage to speak. Typically, at an All Hands meeting Tony will give a brief introduction and say a few words about the speakers, but this time he spoke for much longer than usual. He talked about some of the struggles we&rsquo;ve had over the past 6 weeks since the pivotal email was sent. I could feel the emotion in the words he spoke. There was a video shown where employees, both those who chose to stay and those who decided to take &quot;the offer&quot;, were interviewed about their experiences. At one point, Tony talked about his own personal difficulties and admitted that one of the hardest things for him to hear was that there were some employees who wanted him to resign. Ouch. I appreciated his openness and hearing him speak really resonated with me because I could see that he truly believed in the changes we were making.</p> <p> One of our guest speakers was Ricardo Semler, who has been working in Teal organizations for 20+ years. Ricardo was not only knowledgeable, but he also had entertaining self-management anecdotes to share. At one point he stated &ldquo;The&nbsp; good news is that I have&nbsp; worked in Teal organizations for over 20 years, but the bad news is that I don&rsquo;t know what that means.&rdquo; I loved this because here is someone who many people would consider an expert in self-organization, admitting that he still doesn&rsquo;t have all of the answers.</p> <p> As he shared his experiences, what captured my attention the most was an idea of his called &ldquo;terminal days.&rdquo; Cancer runs in Ricardo&rsquo;s family and what he does is take time out of his week for a &ldquo;terminal day&rdquo; to focus on doing the things he was planning on doing when he retired. Basically, he lives his life as if he received the worst news possible from his doctor and chases his dreams.</p> <p> How many of us can say we truly do that? Most of our weekdays are busy with work, family, and so many other things that prevent us from discovering our passions. I know what I&rsquo;m passionate about at work but what if&hellip; What if I took the time during my week to try something new that had nothing to do with my job? I could rock climb, take a day trip to the beach, teach myself to crochet&hellip; The possibilities are endless. The fulfillment I got from these activities would surely spill over into my work life. I loved this concept so much that I&rsquo;m challenging myself to do this at least once a month. I&rsquo;m going to take a half day off and try a new outdoor activity that I&rsquo;ve always wanted to. If you could take a &ldquo;terminal day&rdquo;, what would you do?</p> <p> The meeting closed out with speakers from within the company. Each segment was a brief recap of various projects and events. From a circle called Women Empowered that focuses on the obstacles women in business face to highlighting a skating and brand awareness event happening in Downtown Las Vegas at the end of May, it was a nice peek into the work that&rsquo;s happening all around Zappos. .</p> <p> All in all, I felt like this was one of the best All Hands meetings I&rsquo;ve attended. I feel like we went back to remembering who we are as a company. Despite the hectic-ness and media coverage of our recent changes, I was reminded that these changes are actually bringing us all together. I like to say that we were all reading the same book, but we were just on different pages. We even announced that Zappos will be going back to its original purpose, to &ldquo;Live and Deliver WOW!&rdquo; Truly,&nbsp; going back to our roots.</p> <p> I usually leave these meetings with little nuggets of wisdom or inspiration from one of our speakers. This felt different. For the first time in a long time, I felt inspired by purpose, inspired to question the purpose in my personal life and comfort in the fact that my company rediscovered and refocused on ours. Not a bad way to spend 4 hours.</p> <p> (I know you&rsquo;re dying to see what riding a backwards bike looks like. Check out the story here: <a href="https://www.youtube.com/watch?v=MFzDaBzBlL0" target="_blank">https://www.youtube.com/watch?v=MFzDaBzBlL0</a>)</p> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> Wed, 27 May 2015 00:05:45 GMT http://www.zapposinsights.com/blog/item/an-inside-look-at-the-2015-q2-zappos-all-hands Toni: What Culture Means to Me http://www.zapposinsights.com/blog/item/toni-what-culture-means-to-me <p class="date"> 05/13/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 05/13/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p class="p1"> &ldquo;Do you work for Zappos?&rdquo;</p> <p class="p1"> I turned toward the voice to see a woman about my age, standing a few feet away from me.&nbsp; It was a Saturday afternoon and I was picking up a few items at my local supermarket.&nbsp; Since I was wearing my nifty Zappos track jacket, I assumed that she was addressing me.</p> </div> <div class="summary"> <p class="p1"> &ldquo;Do you work for Zappos?&rdquo;</p> <p class="p1"> I turned toward the voice to see a woman about my age, standing a few feet away from me.&nbsp; It was a Saturday afternoon and I was picking up a few items at my local supermarket.&nbsp; Since I was wearing my nifty Zappos track jacket, I assumed that she was addressing me.</p> </div> <div class="html clearfix clear"> <p class="p1"> I smiled and replied, &ldquo;Yes, I do.&rdquo;&nbsp; I have become accustomed to curious strangers asking about the company as we do have a reputation for being a tad quirky.</p> <p class="p1"> The woman cocked her head to the side and wrinkled her brow.&nbsp; &ldquo;Are you guys really a cult?&rdquo;</p> <p class="p1"> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/toni_headshot.png" style="width: 319px; height: 400px; float: right; margin: 10px;" />This is also something to which I have become accustomed.</p> <p class="p1"> A cult is defined as &ldquo;a group or sect bound together by veneration of the same thing, person, ideal, etc.&rdquo;</p> <p class="p1"> Culture is the &ldquo;behaviors and beliefs characteristic of a particular social, ethnic, or age group.&rdquo;</p> <p class="p1"> Similar, right?</p> <p class="p1"> Well, not really.</p> <p class="p1"> Company culture is not supposed to be identical for everyone.&nbsp; Sure, your company may have a set of values in place by which it operates, but these values will and should be embraced and &ldquo;energized&rdquo; by employees in their own unique way.&nbsp; One of the things that I believe sets Zappos apart is that every employee is <i>encouraged</i> to be who they are.&nbsp; You&rsquo;re never expected to check your individuality or personality at the door.&nbsp; We do not want automatons who all think alike because individual perspectives actually strengthen a company.</p> <p class="p1"> &ldquo;Businesses often forget about the culture, and ultimately, they suffer for it because you can&rsquo;t deliver good service from unhappy employees,&rdquo; says CEO Tony Hsieh.&nbsp; It is no secret that when employees feel valued, there is a higher level of job satisfaction.&nbsp; It is said that &ldquo;s&amp;*t rolls downhill.&rdquo;&nbsp; Well, so does happiness.&nbsp; Happy employees are able to deliver a higher level of service which leads to happy customers and ultimately, happy shareholders.</p> <p class="p1"> Creating a strong company culture does not equal creating a cult. Nor does establishing a set of core values mean creating &ldquo;Stepford&rdquo; employees.&nbsp; Sure, Zapponians may have a similar devotion to service and maintaining our culture, but that may well be where our similarities end.&nbsp; And, that is not a bad thing.&nbsp; Company culture is not the same as conformity.</p> <p class="p1"> &ldquo;I think when people say they dread going to work on Monday morning, it&rsquo;s because they know they are leaving a piece of themselves at home.&nbsp; Why not see what happens when you challenge your employees to bring all of their talents to their job and reward them not for doing it just like everyone else, but for pushing the envelope, being adventurous, creative, and open-minded, and trying new things?&rdquo; &ndash; Tony Hsieh</p> <p class="p1"> Now, that&rsquo;s Kool-Aid I wouldn&rsquo;t mind drinking.</p> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> <div class="html clearfix clear"> <p class="p1"> I smiled and replied, &ldquo;Yes, I do.&rdquo;&nbsp; I have become accustomed to curious strangers asking about the company as we do have a reputation for being a tad quirky.</p> <p class="p1"> The woman cocked her head to the side and wrinkled her brow.&nbsp; &ldquo;Are you guys really a cult?&rdquo;</p> <p class="p1"> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/toni_headshot.png" style="width: 319px; height: 400px; float: right; margin: 10px;" />This is also something to which I have become accustomed.</p> <p class="p1"> A cult is defined as &ldquo;a group or sect bound together by veneration of the same thing, person, ideal, etc.&rdquo;</p> <p class="p1"> Culture is the &ldquo;behaviors and beliefs characteristic of a particular social, ethnic, or age group.&rdquo;</p> <p class="p1"> Similar, right?</p> <p class="p1"> Well, not really.</p> <p class="p1"> Company culture is not supposed to be identical for everyone.&nbsp; Sure, your company may have a set of values in place by which it operates, but these values will and should be embraced and &ldquo;energized&rdquo; by employees in their own unique way.&nbsp; One of the things that I believe sets Zappos apart is that every employee is <i>encouraged</i> to be who they are.&nbsp; You&rsquo;re never expected to check your individuality or personality at the door.&nbsp; We do not want automatons who all think alike because individual perspectives actually strengthen a company.</p> <p class="p1"> &ldquo;Businesses often forget about the culture, and ultimately, they suffer for it because you can&rsquo;t deliver good service from unhappy employees,&rdquo; says CEO Tony Hsieh.&nbsp; It is no secret that when employees feel valued, there is a higher level of job satisfaction.&nbsp; It is said that &ldquo;s&amp;*t rolls downhill.&rdquo;&nbsp; Well, so does happiness.&nbsp; Happy employees are able to deliver a higher level of service which leads to happy customers and ultimately, happy shareholders.</p> <p class="p1"> Creating a strong company culture does not equal creating a cult. Nor does establishing a set of core values mean creating &ldquo;Stepford&rdquo; employees.&nbsp; Sure, Zapponians may have a similar devotion to service and maintaining our culture, but that may well be where our similarities end.&nbsp; And, that is not a bad thing.&nbsp; Company culture is not the same as conformity.</p> <p class="p1"> &ldquo;I think when people say they dread going to work on Monday morning, it&rsquo;s because they know they are leaving a piece of themselves at home.&nbsp; Why not see what happens when you challenge your employees to bring all of their talents to their job and reward them not for doing it just like everyone else, but for pushing the envelope, being adventurous, creative, and open-minded, and trying new things?&rdquo; &ndash; Tony Hsieh</p> <p class="p1"> Now, that&rsquo;s Kool-Aid I wouldn&rsquo;t mind drinking.</p> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> Wed, 13 May 2015 09:00:00 GMT http://www.zapposinsights.com/blog/item/toni-what-culture-means-to-me Leadercast 2015: The Brave Ones http://www.zapposinsights.com/blog/item/leadercast-2015-the-brave-ones <p class="date"> 05/08/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <p class="date"> 05/08/2015 &nbsp;&nbsp;&nbsp;&nbsp; </p> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <script type="text/javascript">var switchTo5x=true;</script> <script type="text/javascript" src="http://w.sharethis.com/button/buttons.js"></script> <script type="text/javascript">stLight.options({publisher: "cec80d9a-458b-434f-a39f-c0b9f446c13e", doNotHash: false, doNotCopy: false, hashAddressBar: false});</script> <div class="socialBar"> <span class='st_facebook_hcount' displayText='Facebook'></span> <span class='st_twitter_hcount' displayText='Tweet'></span> <span class='st_linkedin_hcount' displayText='LinkedIn'></span> <span class='st_googleplus_hcount' displayText='Google +'></span> </div> <div class="summary"> <p class="p1"> Each year Leadercast Live, facilitates one of the largest one-day leadership events in the world. Couldn&#39;t make this amazing event? No worries we&#39;ve got you covered! Come along for the ride and discover your own inner strength along the way. We&rsquo;re excited to be live blogging our takeaways for you to enjoy throughout the day.</p> </div> <div class="summary"> <p class="p1"> Each year Leadercast Live, facilitates one of the largest one-day leadership events in the world. Couldn&#39;t make this amazing event? No worries we&#39;ve got you covered! Come along for the ride and discover your own inner strength along the way. We&rsquo;re excited to be live blogging our takeaways for you to enjoy throughout the day.</p> </div> <div class="html clearfix clear"> <p> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/braveones.png" style="width: 400px; float: right; margin: 15px; height: 534px;" />What does it mean to be brave: ready to face and endure danger or pain; showing courage. Bravery is a powerful trait that can be interpreted in many different ways. Showing courage in the face of the unknown, getting out of your comfort zone, or just standing up for what&rsquo;s right.</p> <h1> &nbsp;</h1> <div> <h1> Session 1: Brave Ones Lead with Boldness</h1> <p class="p1"> &ldquo;Complexity is killing companies&hellip;bureaucracy is killing companies&rdquo; &ndash; Bill McDermott</p> <p class="p1"> The definition of leadership has been so watered down by the corporate world. Leadership isn&rsquo;t a job title that is given to you, it&rsquo;s not striking fear into those around you and it&rsquo;s definitely not having the final say. In life, people naturally gravitate towards leaders with a cause. We want to serve a higher purpose and natural leaders help us find that purpose.</p> <p class="p1"> &ldquo;You have the potential to exhibit bold leadership&rdquo; &ndash; Andy Stanley</p> <p class="p1"> In each of us lies the potential to exhibit bold leadership. The key components of a brave leader are clarity, focus, stubbornness, and resourcefulness. Andy Stanley likened these components to a middle school girl in pursuit of her first iPhone. She has clarity because she knows exactly what she wants, she&rsquo;s focused on this and puts everything else on hold. In her stubbornness, she won&rsquo;t stop until she gets it and she&rsquo;ll be resourceful in if mom won&rsquo;t get it, dad will. We can all exhibit this somewhere in our lives.</p> <p class="p1"> &ldquo;You can&rsquo;t have brave moments without fear&rdquo; -Rorke Denver</p> <p class="p1"> I had a moment of reflection. Does the fact that you can&rsquo;t have bravery without fear mean that the leaders we idolize and immortalize were really just experiencing fear and made a favorable choice? What would have happened if they made a different decision in that moment of fear? WOW.</p> <p class="p1"> &nbsp;</p> <h1 class="p1"> Session 2: Brave Ones Persevere Despite Circumstances</h1> <p class="p1"> &ldquo;Who are you waiting for?&rdquo; - Malala Yousafzai</p> <p class="p1"> Where the first session set the stage for removing fear and finding your inner courage, session 2 seamlessly transitioned into encouraging taking action. Listening to Malala Yousafzai&rsquo;s story was powerful. She is a children&rsquo;s advocate for education and her story of perseverance and boldness is so overwhelming. Despite surviving tragic circumstances, she still believes, &ldquo;it&rsquo;s our duty to speak about what&rsquo;s true and what&rsquo;s right.&rdquo;</p> <p class="p1"> &ldquo;I faced monumental decisions before I was ready for them&rdquo; &ndash;Peyton Manning</p> <p class="p1"> Peyton and Malala come from different backgrounds, but they both have something in common. They are both leaders, who at some point in their life, had to make a decision they weren&rsquo;t ready for. In both of their stories, they had people who supported them along their journey. Whether that be a coach, parent, or hero; they had people there to give them honest, raw advice.</p> <p class="p1"> It&rsquo;s a cycle. Who is the one person in your life that you look to for direction or advice? Maybe it&rsquo;s more than one person, maybe it&rsquo;s someone you haven&rsquo;t even met. Now think, are you that person to someone else?</p> <p class="p1"> No matter the circumstances, <strong>you have the potential to be a bold leader for someone.</strong></p> <p class="p1"> &nbsp;</p> <h1 class="p1"> Session 3: Part 1: Brave Ones Create the Future</h1> <p class="p1"> &ldquo;It&rsquo;s always too soon&rdquo; &ndash; Seth Goden</p> <p class="p1"> It&rsquo;s a little like saying, which came first, the chicken or the egg? The answer&hellip;who cares?! Ideas and innovations that have changed the world have always come at a time where it didn&rsquo;t make sense. Cars were built at a time where there was no such thing as roads or gas stations. Seth asked, &ldquo;What do you think the first person with a fax machine did?&rdquo; The room broke out in laughter. Think about that&hellip;a single fax machine&hellip;is useless. Greatness will be achieved when we can stop trying to be perfect and instead attempt to make art.</p> <p class="p1"> &ldquo;New ideas are fragile and often off track&rdquo; &ndash; Ed Catmull</p> <p class="p1"> We say we should not be afraid to fail, but rather to learn from those failures. Ed points out that there are two definitions of failure. 1) Failure is a learning experience and try again. 2) The one we learn in school: the pass or fail. The 2nd type comes with the label of being dumb or lazy. Is this why failure is so scary to us as adults?</p> <p class="p1"> I know one thing is true, the brave will persevere. Be brave enough to try something new.</p> <h1 class="p1"> Session 4: Brave Ones Transform Culture</h1> <p class="p1"> &ldquo;Everything changed.&rdquo; &ndash;Rudy Guillani</p> <p class="p1"> Taking us back to that fateful day on September 11th, 2001, Rudy Guiliani tells his firsthand account of being at Ground Zero on the day of the attacks. Forever burned into his brain, and every single one of ours, he tells a very detailed story about his experience that day. Are leaders born or made? He says, &ldquo;they&rsquo;re made&hellip;it&rsquo;s just a matter of bringing it out of yourself.&rdquo;</p> <p class="p1"> Until those moments, he talks about not fully understanding what it meant to be a leader but everything he learned was in preparation for this day. He shared six leadership skills, which were great universal lessons that could be applied in other aspects of life:</p> <p class="p1"> 1) Have strong beliefs&nbsp;</p> <p class="p1"> 2) Be an optimist</p> <p class="p1"> 3) Have courage</p> <p class="p1"> 4) Prepare relentlessly</p> <p class="p1"> 5) Teamwork</p> <p class="p1"> 6) Communicate</p> <p class="p1"> &ldquo;Peace is a gift that most of us take for granted&rdquo; -Aja Brown&nbsp;</p> <p class="p1"> In her quest to leave a legacy as a woman of compassion, Aja Brown, Mayor of Compton, strives to restore hope and help people stand for their communities and neighborhoods. She tells the story of acting as the catalyst for bringing people together in pursuit of another legacy: safety and peace. In the past 365 days, crime in Compton has come down 78%. &ldquo;If not me, then who?&rdquo;, she asks. &ldquo;Brave ones aren&rsquo;t super human, they just did what needed to be done.&rdquo;</p> <p class="p1"> These are two extreme scenarios, but what are you doing to make an impact where you are? You have the choice to be brave in every decision you make no matter how small or large.</p> </div> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> <div class="html clearfix clear"> <p> <img alt="" class="img-thumbnail img-responsive" src="http://www.zapposinsights.com/files/accounts/zappos/assets/images/braveones.png" style="width: 400px; float: right; margin: 15px; height: 534px;" />What does it mean to be brave: ready to face and endure danger or pain; showing courage. Bravery is a powerful trait that can be interpreted in many different ways. Showing courage in the face of the unknown, getting out of your comfort zone, or just standing up for what&rsquo;s right.</p> <h1> &nbsp;</h1> <div> <h1> Session 1: Brave Ones Lead with Boldness</h1> <p class="p1"> &ldquo;Complexity is killing companies&hellip;bureaucracy is killing companies&rdquo; &ndash; Bill McDermott</p> <p class="p1"> The definition of leadership has been so watered down by the corporate world. Leadership isn&rsquo;t a job title that is given to you, it&rsquo;s not striking fear into those around you and it&rsquo;s definitely not having the final say. In life, people naturally gravitate towards leaders with a cause. We want to serve a higher purpose and natural leaders help us find that purpose.</p> <p class="p1"> &ldquo;You have the potential to exhibit bold leadership&rdquo; &ndash; Andy Stanley</p> <p class="p1"> In each of us lies the potential to exhibit bold leadership. The key components of a brave leader are clarity, focus, stubbornness, and resourcefulness. Andy Stanley likened these components to a middle school girl in pursuit of her first iPhone. She has clarity because she knows exactly what she wants, she&rsquo;s focused on this and puts everything else on hold. In her stubbornness, she won&rsquo;t stop until she gets it and she&rsquo;ll be resourceful in if mom won&rsquo;t get it, dad will. We can all exhibit this somewhere in our lives.</p> <p class="p1"> &ldquo;You can&rsquo;t have brave moments without fear&rdquo; -Rorke Denver</p> <p class="p1"> I had a moment of reflection. Does the fact that you can&rsquo;t have bravery without fear mean that the leaders we idolize and immortalize were really just experiencing fear and made a favorable choice? What would have happened if they made a different decision in that moment of fear? WOW.</p> <p class="p1"> &nbsp;</p> <h1 class="p1"> Session 2: Brave Ones Persevere Despite Circumstances</h1> <p class="p1"> &ldquo;Who are you waiting for?&rdquo; - Malala Yousafzai</p> <p class="p1"> Where the first session set the stage for removing fear and finding your inner courage, session 2 seamlessly transitioned into encouraging taking action. Listening to Malala Yousafzai&rsquo;s story was powerful. She is a children&rsquo;s advocate for education and her story of perseverance and boldness is so overwhelming. Despite surviving tragic circumstances, she still believes, &ldquo;it&rsquo;s our duty to speak about what&rsquo;s true and what&rsquo;s right.&rdquo;</p> <p class="p1"> &ldquo;I faced monumental decisions before I was ready for them&rdquo; &ndash;Peyton Manning</p> <p class="p1"> Peyton and Malala come from different backgrounds, but they both have something in common. They are both leaders, who at some point in their life, had to make a decision they weren&rsquo;t ready for. In both of their stories, they had people who supported them along their journey. Whether that be a coach, parent, or hero; they had people there to give them honest, raw advice.</p> <p class="p1"> It&rsquo;s a cycle. Who is the one person in your life that you look to for direction or advice? Maybe it&rsquo;s more than one person, maybe it&rsquo;s someone you haven&rsquo;t even met. Now think, are you that person to someone else?</p> <p class="p1"> No matter the circumstances, <strong>you have the potential to be a bold leader for someone.</strong></p> <p class="p1"> &nbsp;</p> <h1 class="p1"> Session 3: Part 1: Brave Ones Create the Future</h1> <p class="p1"> &ldquo;It&rsquo;s always too soon&rdquo; &ndash; Seth Goden</p> <p class="p1"> It&rsquo;s a little like saying, which came first, the chicken or the egg? The answer&hellip;who cares?! Ideas and innovations that have changed the world have always come at a time where it didn&rsquo;t make sense. Cars were built at a time where there was no such thing as roads or gas stations. Seth asked, &ldquo;What do you think the first person with a fax machine did?&rdquo; The room broke out in laughter. Think about that&hellip;a single fax machine&hellip;is useless. Greatness will be achieved when we can stop trying to be perfect and instead attempt to make art.</p> <p class="p1"> &ldquo;New ideas are fragile and often off track&rdquo; &ndash; Ed Catmull</p> <p class="p1"> We say we should not be afraid to fail, but rather to learn from those failures. Ed points out that there are two definitions of failure. 1) Failure is a learning experience and try again. 2) The one we learn in school: the pass or fail. The 2nd type comes with the label of being dumb or lazy. Is this why failure is so scary to us as adults?</p> <p class="p1"> I know one thing is true, the brave will persevere. Be brave enough to try something new.</p> <h1 class="p1"> Session 4: Brave Ones Transform Culture</h1> <p class="p1"> &ldquo;Everything changed.&rdquo; &ndash;Rudy Guillani</p> <p class="p1"> Taking us back to that fateful day on September 11th, 2001, Rudy Guiliani tells his firsthand account of being at Ground Zero on the day of the attacks. Forever burned into his brain, and every single one of ours, he tells a very detailed story about his experience that day. Are leaders born or made? He says, &ldquo;they&rsquo;re made&hellip;it&rsquo;s just a matter of bringing it out of yourself.&rdquo;</p> <p class="p1"> Until those moments, he talks about not fully understanding what it meant to be a leader but everything he learned was in preparation for this day. He shared six leadership skills, which were great universal lessons that could be applied in other aspects of life:</p> <p class="p1"> 1) Have strong beliefs&nbsp;</p> <p class="p1"> 2) Be an optimist</p> <p class="p1"> 3) Have courage</p> <p class="p1"> 4) Prepare relentlessly</p> <p class="p1"> 5) Teamwork</p> <p class="p1"> 6) Communicate</p> <p class="p1"> &ldquo;Peace is a gift that most of us take for granted&rdquo; -Aja Brown&nbsp;</p> <p class="p1"> In her quest to leave a legacy as a woman of compassion, Aja Brown, Mayor of Compton, strives to restore hope and help people stand for their communities and neighborhoods. She tells the story of acting as the catalyst for bringing people together in pursuit of another legacy: safety and peace. In the past 365 days, crime in Compton has come down 78%. &ldquo;If not me, then who?&rdquo;, she asks. &ldquo;Brave ones aren&rsquo;t super human, they just did what needed to be done.&rdquo;</p> <p class="p1"> These are two extreme scenarios, but what are you doing to make an impact where you are? You have the choice to be brave in every decision you make no matter how small or large.</p> </div> <div class="row" style="padding: 15px;"> <h2> Get Zappos Insights newsletters straight to your inbox!</h2> <div class="col-md-12" style="background-color: #F5F5F5; color: #222; padding: 25px; border: 1px solid #DBDCDE "> <form accept-charset="UTF-8" action="https://zapposinsights.infusionsoft.com/app/form/process/ad6da8b221a3abfd415c968f6f58bafb" class="infusion-form" method="POST"> <input name="inf_form_xid" type="hidden" value="ad6da8b221a3abfd415c968f6f58bafb" /> <input name="inf_form_name" type="hidden" value="Sign up for newsletter" /> <input name="infusionsoft_version" type="hidden" value="1.41.0.42" /> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_FirstName" name="inf_field_FirstName" placeholder="First Name" type="text" /></div> <div class="infusion-field col-md-5"> <input class="infusion-field-input-container form-control" id="inf_field_Email" name="inf_field_Email" placeholder="Email Address" type="text" /></div> <div class="infusion-submit col-md-2"> <input class="btn btn-success" type="submit" value="Submit" /></div> </form> <script type="text/javascript" src="https://zapposinsights.infusionsoft.com/app/webTracking/getTrackingCode?trackingId=e8b2378adcd750ec577b846046b8164d"></script> </div> </div> </div> Fri, 08 May 2015 19:19:41 GMT http://www.zapposinsights.com/blog/item/leadercast-2015-the-brave-ones