Disruptors Don't Play By The Rules
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This document discusses how today's organizations are still structured like the rigid, hierarchical military model of the past and are unable to change and adapt as quickly as disruptive new companies. It argues that transformations in large organizations take too long and often outlast the leaders who initiated the changes. However, the document provides examples of how some companies have been able to effect cultural changes through small, experimental tweaks rather than forced, top-down overhauls. These "culture hacking" techniques include unlimited vacation policies, collaboration, empowering small teams, and identifying and empowering change agents within the organization.
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Disruptors Don't Play By The Rules
- 1. Hacking Your Way to a More Adaptive Organization DISRUPTORS DON’T FOLLOW THE RULES Reuven Gorsht | @reuvengorsht
- 4. COMING FOR YOU AT RECORD-BREAKING SPEEDS Valuation $46.0B Sector: Consumer Electrics Headquarters: Beijing Founded: 2010 Valuation $41.2B Sector: Transportation Headquarters: San Francisco Founded: 2009 Valuation $10.6B Sector: Internet Retail Headquarters: Bangalore Founded: 2007 Valuation $6.0B Sector: Mobile Payments Headquarters: San Francisco Founded: 2009
- 5. The Disruptors Are Coming For Us BUT WE ARE TOO RIGID AND SLOW
- 6. BASED ON A MILITARY MODEL Today’s Organizations Are Still
- 7. THE MODERN ORGANIZATION “WHY IS IT THAT EVERY TIME I ASK FOR A PAIR OF HANDS, THEY COME WITH A BRAIN ATTACHED?” Henry Ford
- 8. WE CAN’T CHANGE FAST ENOUGH 30% of employees are actively committed to doing a good job 50% of employees merely put their time in 20% act out their discontent in counterproductive ways, negatively influencing their coworkers ACCORDING TO GALLUP’S STATE OF THE AMERICAN WORKPLACE REPORT
- 9. TRANSFORMATIONS TAKE TOO LONG & OFTEN OUTLAST LEADERS
- 10. EMOTIONAL NON-LINEAR CAN’T BE FORCED
- 11. EMOTIONAL NON-LINEAR CAN’T BE FORCED
- 12. EMOTIONAL NON-LINEAR CAN’T BE FORCED
- 13. HOW ARE THEY SO DIFFERENT?
- 15. CULTURE HACKING
- 17. EXECUTIVE TRUST
- 18. TRAVEL POLICY
- 20. COLLABORATION
- 21. “IF A TEAM CAN’T BE FED WITH TWO PIZZAS, IT IS TOO BIG” Jeff Bezos Amazon THE POWER OF SMALL TEAMS
- 22. IDENTIFY & RALLY YOUR CHANGE AGENTS SEED LOCALLY LET IT GROW HACKING CULTURE FIND THE CRACKS EXPERIMENT
- 24. “IF YOU GIVE PEOPLE FREEDOM, THEY WILL AMAZE YOU” Laszlo Bock SVP of Google’s People Operations