Thoughts on technology and innovation
Sig VanDamme, Founder
After completing the Scan Phase of NimbleUser’s Culture upgrade (where we surveyed the state of our current culture), the NimbleUser Culture Club team moved on to phase 2 of our WorkXO Genome Culture Upgrade - the DECODE Phase.
NimbleUser Joins Community Brands - A Culture Wrinkle?
Shortly after the scan phase, NimbleUser was acquired by Community Brands. What affect would this have on our valued culture? Research on Community Brands showed that our culture and values are very closely aligned. Community Brand's core values of commitment, innovation, pursuit of excellence, and diversity are already part and parcel of the NimbleUser cultural DNA.
Reinforce or Fix?
The primary output of the DECODE phase is to draft a set of Culture Upgrade priorities that identify the very specific aspects of our culture that:
Through a series of orchestrated exercises that took about 4 hours (long but very productive time), we dove into determining what the current state of the culture is, and what it should be in the future to drive success within the organization.
What Is Our Culture?
During the first exercise to help us explore what our current culture is, the team highlighted things in the Workplace Genome results that surprised them, concerned them, or sparked energy within them.
There was a high level of agreement within the team that our culture was a key piece of what makes NimbleUser a great place to work. Here are a few of our findings in these categories:
What Should Our Culture Be?
In the second exercise, we took a deeper dive into what NimbleUser’s success drivers are, and here are a few of our findings:
What Must Our Culture Be?
The third exercise was to match our current culture with our perfect future state that will drive NimbleUser’s success in the future. Our findings:
Next Up - UPGRADE!
Up next, the NimbleUser culture club will take on the UPGRADE phase. This phase is all about finalizing the Culture Playbook and mapping out implementation of plays. Some of these plays will be defensive, meaning they shore up the cultural principles that matter the most; and some will be offensive, meaning they identify plans for meaningful change better suited to our evolving business environment.
The Playbook can contain low hanging fruit, meaningful improvements, and big ideas for long term change - based on our needs. The implementation of the plays will result in the outcomes our team desires: deeper relationships with our customers, more innovation, a happier and more productive (and dare we say, nimble) team.