Search Results

Startup Culture: Values vs. Vibe

…ablish values that are never challenged, these values aren’t serving any real purpose. This last point is particularly important. Watered down or generic values might be easy to uphold, but they also won’t establish a strong culture. Companies with unique cultures tend to have values that are unconventional and sometimes controversial. A famous example of a unique value is Google’s “Don’t Be Evil” (I believe the actual company published version…

Dilbert on Cultural Fit

…ng all-nighters to ship on time) and the kinds of people who work at startups (according to Dilbert, “self-conscious hipster” types with “an earring and headphones.”) Stereotypes like these give you a picture of what startup culture might look like to an outsider, but they don’t reflect the intrinsic values that define startup cultures. Gnip CEO Chris Moody explains this distinction really well when he talks about values vs. vibe. He defines…

Ring Nishioka’s Philosophy On Interviewing

…has a fun blog called HRNasty. Enjoy. Interviewing sets the tone of the culture to everyone that comes into the company. This is the very first exposure to the company. It can be an effective tool to use to not only set the culture with new hires but to reinforce the culture to existing hires involved during interviews. If you want a culture of teamwork, reinforce that during the interview process. If you want a culture of “always closing”…

How We Think About Values Versus Deeply Held Beliefs

…hen you get back. If you liked that, go get a copy of Matt’s book Startup CEO: A Field Guide to Scaling Up Your Business. It’s one of the books on my list of books all CEOs should read. Matt distinguishes between culture and values. His punch line, which he reveals early, is: Values guide decision-making and a sense of what’s important and what’s right. Culture is the collection of business practices, processes, and interactions that…

Angela Baldonero’s Philosophy On Interviewing

…with it. People are wiggy about feedback. Someone who is self-aware and mature will take it in and own it, then makes sense of how she had that impact. An immature person will get defensive or refute it. Never sacrifice your culture. Highly qualified yet bad attitude hires wreak havoc with your culture, suck up a ton of management bandwidth and ultimately don’t get anything done. It doesn’t matter if the candidate has cured cancer or…