Every company has a way of doing things. Once a new Xpeople joins our company we offer them a piece of advice. "Unlearn everything you know, let go. Welcome to the Future of Work"
We are Curious, Brave, Humble, we open our Big heart and mind and we really have an Xfactor. We don´t just believe in these traits and values, WE BET ON THEM.
We recruit, reward and release Xpeople based on these values.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
This document outlines the culture code of SignUpGenius, describing their six core values:
1) Advancing the missions of others with their success by developing useful tools and supporting non-profits.
2) Doing excellent work in areas that matter most by taking ownership, exceeding expectations, and growing responsibly.
3) Striving for simplicity to save time by keeping processes simple and developing easy-to-use tools.
4) Treating people better than expected by prioritizing users, listening, and compensating employees well.
5) Enjoying what they do by being passionate, collaborating, and having an organized work environment.
6) Embracing change and challenges to improve by adapting technology
document icon
Beyond is a design and technology ideas company in London, New York, San Francisco, Mountain View and Austin. They help ambitious companies create market value with design- and technology-based products and strategies, and establish the methods and mindsets that move companies forward.
This is our eBook to help awesome people find out more about our ecosystem, and for our newbies to understand the way we do things around here. Come on in to the great Beyond!
This document summarizes the mission and culture of Palo Alto Software. Their mission is to revolutionize how small businesses set goals and track performance by being the "Fitbit for Small Business." Their culture focuses on relying on data to test ideas and make decisions, solving problems for customers rather than focusing on their own success, being transparent in sharing information, giving employees autonomy over their work, being selective in hiring top talent, and valuing the community.
The document provides an overview of the company nPlan through a series of slides. It discusses nPlan's mission to positively impact the world through forecasting, their team of diverse individuals from many countries and backgrounds, their remote work culture and use of various tools, benefits for employees including health insurance and learning opportunities, and their commitment to knowledge sharing and mental health support.
In this digital world, there are way more than required distractions for everyone. While working it becomes difficult to keep focused on a task and be efficient and productive. Our many articles have mentioned how important having focused is important for agility. When there is no focus, obtaining agility in the task and further in an organization is hard to obtain. But when it comes to today’s time agility is the most important task. When it comes to agile methodology obtaining focus is almost achieved by everyone in an agile organization. But how is it possible for every team member, agile coach, and product owner to gain it? The best method to have successful focus is to know about and apply for deep work.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
This document outlines the culture code of SignUpGenius, describing their six core values:
1) Advancing the missions of others with their success by developing useful tools and supporting non-profits.
2) Doing excellent work in areas that matter most by taking ownership, exceeding expectations, and growing responsibly.
3) Striving for simplicity to save time by keeping processes simple and developing easy-to-use tools.
4) Treating people better than expected by prioritizing users, listening, and compensating employees well.
5) Enjoying what they do by being passionate, collaborating, and having an organized work environment.
6) Embracing change and challenges to improve by adapting technology
document icon
Beyond is a design and technology ideas company in London, New York, San Francisco, Mountain View and Austin. They help ambitious companies create market value with design- and technology-based products and strategies, and establish the methods and mindsets that move companies forward.
This is our eBook to help awesome people find out more about our ecosystem, and for our newbies to understand the way we do things around here. Come on in to the great Beyond!
This document summarizes the mission and culture of Palo Alto Software. Their mission is to revolutionize how small businesses set goals and track performance by being the "Fitbit for Small Business." Their culture focuses on relying on data to test ideas and make decisions, solving problems for customers rather than focusing on their own success, being transparent in sharing information, giving employees autonomy over their work, being selective in hiring top talent, and valuing the community.
The document provides an overview of the company nPlan through a series of slides. It discusses nPlan's mission to positively impact the world through forecasting, their team of diverse individuals from many countries and backgrounds, their remote work culture and use of various tools, benefits for employees including health insurance and learning opportunities, and their commitment to knowledge sharing and mental health support.
In this digital world, there are way more than required distractions for everyone. While working it becomes difficult to keep focused on a task and be efficient and productive. Our many articles have mentioned how important having focused is important for agility. When there is no focus, obtaining agility in the task and further in an organization is hard to obtain. But when it comes to today’s time agility is the most important task. When it comes to agile methodology obtaining focus is almost achieved by everyone in an agile organization. But how is it possible for every team member, agile coach, and product owner to gain it? The best method to have successful focus is to know about and apply for deep work.
We are a purpose-driven company that values everyone individually. We invest in all of our employees' careers with training, development and learning opportunities at every level.We are driven by a deliberate and explicit set of values that guide us every day, and make all our decisions by our values and purpose.
BIFM North Region: Smarter Workplaces Seminar, April 2018Whitbags
Seminar at Manchester Central on 18 April 2018, discussing smarter workplaces and the proposed changes to BIFM, with Ian Ellison, Mark Catchlove and Steve Roots
Mission and Leadership: Work Motivation That Strikes a Chord4Good.org
Most organizations have a formalized mission statement. Too often it is merely posted on a wall in the conference room. Often, employees grow cynical and state that the organization’s mission statement is just that: an empty statement. However, other organizations follow a structured process that allows their managers to lead with integrity while using the core principles of mission-driven organizations.
In this extremely practical presentation, that Dr. Eyal Ronen has never shared in the past, he will describe the practical steps to creating a clear mission, vision, and values for the organization. He will also describe the 4 things every leader must do in order to be effective in accomplishing his or her, and the organization’s mission.
SignUpGenius provides online sign up tools to help nonprofits, schools, organizations, and groups coordinate events and activities. Their culture code outlines six core values: 1) Advancing the missions of others with their success by helping groups and giving to charity. 2) Doing excellent work in high impact areas. 3) Striving for simplicity to save time. 4) Treating people better than expected. 5) Enjoying their work. 6) Embracing change and challenges to improve. The document provides examples and explanations for how they live these values.
The document outlines the culture and values of a company called PlaySav. It emphasizes that culture is central to the company's success. The core values include integrity, service, excellence, commitment, and doing right. The company aims to hire exceptional people, promote work-life balance, and value logic, transparency, communication and honesty. It expects all employees to treat the company as their own.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
What's the spirit of your company? At Odoo, we know that a great and motivating atmosphere is the key! It can help employees to feel better and then be proud of working for your company!
This document discusses empowered and flexible work. It advocates for trusting employees to structure their work in a way that maximizes productivity while balancing the needs of clients, teams, and their own commitments. Rather than focusing on rigid schedules or work locations, the document emphasizes outcomes, effectiveness, transparency, and collaboration. Employees are empowered to determine their own schedules and work locations based on their preferences and what enables them to do their best work.
A #CultureCode with Meaning
As 2020 neared, we reflected on the history of ADF and how we got to where we are today. This reflection involved all of our team members and told us what we were doing well and where we needed growth. It also helped us benchmark our culture and our aspirations. Our Culture Code informs how we interact with one another internally, how we interact with others, and how we choose members of our team to join us in our work.
A Culture Code isn't just how we do things; it's the why, it's who we are, and it's who we aspire to be.
The Need for Digital Forensics is Growing: The explosion of digital data means that investigators need forensic tools that provide fast and relevant results. The Market: 2.5 Quintillion bytes of data are created every single day - an amount that will increase rapidly with the proliferation of Internet-connected devices and high-speed Internet.
The Impact: One ADF license can help solve hundreds of investigations in a year. Even a single investigation can result in a prosecution or an investigator solving a multi-million dollar case.
We share a Passion for Results with our customers which is why we build great software to empower individuals and communities to get the results they need quickly.
ADF digital forensic software automates investigations so investigators can quickly collect, analyze, and report digital evidence starting on-scene.
ADF Solutions, Inc. is a cyber/digital forensics software company and the leading provider of intelligent digital forensics and media exploitation software. Our tools are used for processing and analyzing smartphones (iOS/Android) computers, external drives, drive images, and other media storage (USB flash drives, memory cards, etc.).
Learn More at www.ADFsolutions.com/culture-code
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, autonomy, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitive advantage. The values and how they are exemplified are described in detail. There is an emphasis on optimizing for teams over individuals and operating in an asynchronous and remote-first way.
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitiveness. The values of transparency, trust and responsibility, independence and autonomy, focus, simplicity, frugality, and being impact-driven are then defined in more detail. The document also discusses optimizing for teams over individuals and operating in a remote-first world through asynchronous work and communication.
The document outlines the NorDNA framework used by Nordstrom Technology to align their vision and culture, with values focused on developing top talent, creating meaningful work, building empathy, empowering teams, encouraging collaboration, fostering a fun environment, and making time for unstructured learning and improvement. The framework is intended to guide how teams work together to deliver great customer experiences and develop an inspiring workplace.
FLOWN helps people work more creatively and productively by enabling deep work. Their vision is for work spaces that allow people to do their best work while being their best selves. Their mission is to help 100,000 people adopt deep work principles like focused work sessions, getting away from distractions, and maintaining self-care, by 2023. FLOWN provides places and tools to embed these principles no matter where people work.
Allocadia's culture code and values help the company accomplish its big goals by building an effective team. The values emphasize trust, empathy, empowerment, alignment with customers, responsibility, clarity, results, courage, and ownership. Living the values means giving and receiving feedback, understanding goals and metrics, aligning work, seeking to clarify, continuously learning, taking risks, and celebrating wins. Leaders provide goals and tools, elicit feedback, recognize people, delegate with support, and trust the team.
Storytelling, Evangelism, and Behind the Seams: Establishing a Social Culture...LinkedIn Talent Solutions
With employees now more socially relevant than their CEO, companies need to socially activate their talent to spread career experiences and stories that’ll make people want to be a part their culture. Adobe and lululemon athletica share how they shited from storytelling to employee evangelism by training and enabling employees to be social brand champions.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Allocadia helps marketing teams improve their marketing performance management. Their culture code and values emphasize building trust, showing empathy, empowering employees, aligning on goals, focusing on customers, taking responsibility, seeking clarity, achieving results, having courage, and taking ownership. Employees are encouraged to be leaders, give and receive feedback, continuously learn, take risks, share learnings, and celebrate successes together. Leader/leader frameworks and tools like goal setting and recognition programs help live these values.
This is a preview to our new voice and what we embody. A story about hard-working, intelligent, social, and cooperative people joining forces to do more than they ever thought they could.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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Similar a TimeXtender - Culture Code 2022 - Final.pdf
We are a purpose-driven company that values everyone individually. We invest in all of our employees' careers with training, development and learning opportunities at every level.We are driven by a deliberate and explicit set of values that guide us every day, and make all our decisions by our values and purpose.
BIFM North Region: Smarter Workplaces Seminar, April 2018Whitbags
Seminar at Manchester Central on 18 April 2018, discussing smarter workplaces and the proposed changes to BIFM, with Ian Ellison, Mark Catchlove and Steve Roots
Mission and Leadership: Work Motivation That Strikes a Chord4Good.org
Most organizations have a formalized mission statement. Too often it is merely posted on a wall in the conference room. Often, employees grow cynical and state that the organization’s mission statement is just that: an empty statement. However, other organizations follow a structured process that allows their managers to lead with integrity while using the core principles of mission-driven organizations.
In this extremely practical presentation, that Dr. Eyal Ronen has never shared in the past, he will describe the practical steps to creating a clear mission, vision, and values for the organization. He will also describe the 4 things every leader must do in order to be effective in accomplishing his or her, and the organization’s mission.
SignUpGenius provides online sign up tools to help nonprofits, schools, organizations, and groups coordinate events and activities. Their culture code outlines six core values: 1) Advancing the missions of others with their success by helping groups and giving to charity. 2) Doing excellent work in high impact areas. 3) Striving for simplicity to save time. 4) Treating people better than expected. 5) Enjoying their work. 6) Embracing change and challenges to improve. The document provides examples and explanations for how they live these values.
The document outlines the culture and values of a company called PlaySav. It emphasizes that culture is central to the company's success. The core values include integrity, service, excellence, commitment, and doing right. The company aims to hire exceptional people, promote work-life balance, and value logic, transparency, communication and honesty. It expects all employees to treat the company as their own.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
What's the spirit of your company? At Odoo, we know that a great and motivating atmosphere is the key! It can help employees to feel better and then be proud of working for your company!
This document discusses empowered and flexible work. It advocates for trusting employees to structure their work in a way that maximizes productivity while balancing the needs of clients, teams, and their own commitments. Rather than focusing on rigid schedules or work locations, the document emphasizes outcomes, effectiveness, transparency, and collaboration. Employees are empowered to determine their own schedules and work locations based on their preferences and what enables them to do their best work.
A #CultureCode with Meaning
As 2020 neared, we reflected on the history of ADF and how we got to where we are today. This reflection involved all of our team members and told us what we were doing well and where we needed growth. It also helped us benchmark our culture and our aspirations. Our Culture Code informs how we interact with one another internally, how we interact with others, and how we choose members of our team to join us in our work.
A Culture Code isn't just how we do things; it's the why, it's who we are, and it's who we aspire to be.
The Need for Digital Forensics is Growing: The explosion of digital data means that investigators need forensic tools that provide fast and relevant results. The Market: 2.5 Quintillion bytes of data are created every single day - an amount that will increase rapidly with the proliferation of Internet-connected devices and high-speed Internet.
The Impact: One ADF license can help solve hundreds of investigations in a year. Even a single investigation can result in a prosecution or an investigator solving a multi-million dollar case.
We share a Passion for Results with our customers which is why we build great software to empower individuals and communities to get the results they need quickly.
ADF digital forensic software automates investigations so investigators can quickly collect, analyze, and report digital evidence starting on-scene.
ADF Solutions, Inc. is a cyber/digital forensics software company and the leading provider of intelligent digital forensics and media exploitation software. Our tools are used for processing and analyzing smartphones (iOS/Android) computers, external drives, drive images, and other media storage (USB flash drives, memory cards, etc.).
Learn More at www.ADFsolutions.com/culture-code
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, autonomy, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitive advantage. The values and how they are exemplified are described in detail. There is an emphasis on optimizing for teams over individuals and operating in an asynchronous and remote-first way.
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitiveness. The values of transparency, trust and responsibility, independence and autonomy, focus, simplicity, frugality, and being impact-driven are then defined in more detail. The document also discusses optimizing for teams over individuals and operating in a remote-first world through asynchronous work and communication.
The document outlines the NorDNA framework used by Nordstrom Technology to align their vision and culture, with values focused on developing top talent, creating meaningful work, building empathy, empowering teams, encouraging collaboration, fostering a fun environment, and making time for unstructured learning and improvement. The framework is intended to guide how teams work together to deliver great customer experiences and develop an inspiring workplace.
FLOWN helps people work more creatively and productively by enabling deep work. Their vision is for work spaces that allow people to do their best work while being their best selves. Their mission is to help 100,000 people adopt deep work principles like focused work sessions, getting away from distractions, and maintaining self-care, by 2023. FLOWN provides places and tools to embed these principles no matter where people work.
Allocadia's culture code and values help the company accomplish its big goals by building an effective team. The values emphasize trust, empathy, empowerment, alignment with customers, responsibility, clarity, results, courage, and ownership. Living the values means giving and receiving feedback, understanding goals and metrics, aligning work, seeking to clarify, continuously learning, taking risks, and celebrating wins. Leaders provide goals and tools, elicit feedback, recognize people, delegate with support, and trust the team.
Storytelling, Evangelism, and Behind the Seams: Establishing a Social Culture...LinkedIn Talent Solutions
With employees now more socially relevant than their CEO, companies need to socially activate their talent to spread career experiences and stories that’ll make people want to be a part their culture. Adobe and lululemon athletica share how they shited from storytelling to employee evangelism by training and enabling employees to be social brand champions.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Allocadia helps marketing teams improve their marketing performance management. Their culture code and values emphasize building trust, showing empathy, empowering employees, aligning on goals, focusing on customers, taking responsibility, seeking clarity, achieving results, having courage, and taking ownership. Employees are encouraged to be leaders, give and receive feedback, continuously learn, take risks, share learnings, and celebrate successes together. Leader/leader frameworks and tools like goal setting and recognition programs help live these values.
This is a preview to our new voice and what we embody. A story about hard-working, intelligent, social, and cooperative people joining forces to do more than they ever thought they could.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
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Accounting apps can help with that! They resemble your private money manager.
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4. TOGETHER WE CREATE A CULTURE
AND A PRODUCT WE LOVE
Because we believe the two go hand-in-hand, we are just as focused on
cultivating a unique, healthy, high-performing culture as we are on creating
a truly original, always-evolving, and cutting-edge software product.
7. so you can use most of your time on what matters most.
Data Management solutions should
ELIMINATE TEDIOUS,
MANUAL TASKS
8. WHAT WE OFFER TO THE DATA TEAMS AND THE PARTNERS WE SERVE:
TimeXtender provides all the features you need to
build a future-proof infrastructure for ingesting,
transforming, modeling, and delivering clean, reliable
data in the fastest, most efficient way possible.
11. WE’RE THE XPEOPLE
and we want to work with the best and most
amazing people in the data space
12. CURIOUS
BRAVE
HUMBLE
BIG HEART AND MIND
XFACTOR
WE DON´T JUST BELIEVE IN THESE TRAITS AND VALUES, WE BET ON THEM.
WE RECRUIT, REWARD AND RELEASE XPEOPLE BASED ON THESE VALUES.
WHAT MAKES AN XPERSON?
We'll talk more about these later, but Xpeople are:
13. We hire people who are smarter than we are
THAT´S HOW WE GROW AND EVOLVE
AS PEOPLE AND AS A BUSINESS
14. "Leadership is not a person or
a position. It is a complex moral
relationship between people
based on trust, obligation,
commitment, emotion, and a
shared vision of the good."
- JOANNE CIULLA
15. CORE PURPOSE STRATEGY AND XGOALS
CORE BELIEFS
CONNECTION
PERSONAL LEADERSHIP
RESILIENCE, SUSTAINABILITY AND IMPACT
1.
2.
3.
4.
5.
17. WE’RE ON A
PURPOSEFUL
JOURNEY
We don´t just develop software
products aimed at data teams
EMPOWERING THE
WORLD WITH DATA,
MIND, AND HEART
OUR CORE PURPOSE IS
BECAUSE TIME MATTERS
18. WE´RE PASSIONATELY COMMITTED TO OUR CORE PURPOSE.
YOU CAN THINK OF IT AS OUR WHY.
WE ARE ALSO COMMITTED TO OUR XGOALS* AND KPI´S.
IT´S HOW WE FULFILL OUR CORE PURPOSE.
*It is our Xgoals that keep us focused on work that's making a difference rather than hamster wheel tasks
19. Empowering the world with data means developing high class and game-
changing software for our customers; and it means our customers will
become increasingly resilient and adaptable to change because they'll
always have the right data at the right time.
TimeXtender is a holistic, metadata-driven solution for data integration.
TimeXtender provides all the features you need to build a future-proof
infrastructure for ingesting, transforming, modeling, and delivering
clean, reliable data in the fastest, most efficient way possible.
20. EMPOWERING THE WORLD
WITH MIND AND HEART
It means that, above all, we aim for a win-win-win: A win for our customers,
a win for our partners, and a win for TimeXtender and the Xpeople.
Because time matters.
21. IS HOW WE FOCUS OUR
RESOURCES TO MAKE AN
IMPACT, LASTING RESULTS
AND FOOTPRINT
PURPOSE CIRCLE* STRATEGIES AND XGOALS
*Purpose Circle = our self-managed teams, we are all
leaders at TimeXtender!
22. Showing heart is also showing up and bringing our
whole self to work every day – also the days when it
gets tough because we all have these days.
And it´s okay! – we all take responsibility for the
energy we bring into the room. -whether it´s online or
in person.
24. WE ARE CHANGING WITH IT
WE ARE CURIOUS AND BRAVE IN
EACH CONSCIOUS STEP WE TAKE
THE WORLD IS CHANGING
25. Work 9-5 in a corporate office
Focus on the number of hours
Physical Corporate Head Quarter
Information secrecy and exclusivity
Traditional Hierarchy
Back to back meetings
Work remote in your own time
Head Quarter in the cloud
Focus on purpose and output
Transparency & inclusion
Deep work through async work
Flat structure with
self-leading teams
THE OLD WAY THE TIMEXTENDER WAY
26. WE’RE WORKING AS A FULLY
DISTRIBUTED TEAM AS A PART OF A
PURPOSE CIRCLE ORGANIZATION
This is what makes us unique, agile, and different – in good ways!
27. The purpose circles are guided by our Core Purpose
Strategy (our backbone and North Star) and our
individual circle purpose strategies (the strategies
collaborate on and are built together with our fellow
purpose circle members).
While this can be rather scary at first if you're not used
to thinking autonomously and strategically, we value
the people we hire and want them (you!) to grow
increasingly comfortable contributing in a variety of
ways to the purpose circles.
28. WE MAKE A DIFFERENCE BY
DEDICATING WORK HOURS TO BOTH
PURPOSE AND PROFIT
This is how we achieve our Core Purpose!
31. We seek to simplify, automate, and execute the things
that matter most (always keeping an eye on our core
purpose). Putting first things first is in our DNA.
We don't believe in hierarchy, bureaucracy, and baby-
sitters; we believe firmly in empowering smart people
to take ownership of their work and how it is done.
32. SIMPLIFY
SIMPLIFY
SIMPLIFY
SIMPLIFYING
THINGS IS IN
OUR DNA
We don´t have loads of policies and procedures. We like to keep it simple and make relevant knowledge
easily accessible. We lead with context and good judgement. We always use common sense and ask
ourselves: What’s in TimeXtender’s best interest?
33. "THE MAIN THING
IS TO KEEP THE
MAIN THING THE
MAIN THING"
- STEPHEN COVEY
34. AUTOMATE
AUTOMATE
AUTOMATE
AUTOMATE
WE ARE INNOVATIVE XPEOPLE
We hate doing the same things over and over again. We work smarter and automate
everything we can, so we can spend time on what we are passionate about.
35. EXECUTE
EXECUTE
EXECUTE
WE KNOW THE POWER
OF EXECUTION
We know that we are not really successful if we don't get things done. (internally known as
getting sh*t done). We are not afraid of testing things out, that's the only way we improve.
37. WE’RE OUR OWN BOSSES
We are smart people, and we know that we seldom have all the answers ourselves.
So we listen, we ask curious questions and we make quality decisions with data, mind and heart.
It's like Peter Parker's Uncle Ben tells him inSpider Man:
"With great freedom comes great responsibility."
Autonomy + responsibility + initiative = freedom to produce amazing work
or
40. OUR WORK IS
INTERDEPENDENT
on other people and purpose circles working across cultures and time zones
— asynchronously.
Therefore, we strive to manage our time and personal leadership well, make ourselves clear in writing. Work and align
our work across the purpose circles to optimize innovation and agility
41. THE XPEOPLE MINDSET
WE BELIEVE THAT PEOPLE DO BUSINESS WITH PEOPLE.
AMAZING CONNECTIONS AND RELATIONS NEVER GO OUT OF STYLE.
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42. WE STRIVE FOR WIN-WIN-WIN
CUSTOMERS PARTNERS TIMEXTENDER
& THE XPEOPLE
WIN FOR OUR WIN FOR OUR WIN FOR OUR
43. FIXED MINDSET
I give up easily...
I can learn to do what I want.
I embrace challenges.
I learn from feedback.
My mistakes help me grow.
I keep trying and never give up.
I stick to what I know...
There's no point in trying...
I will never improve... :(
WE CONNECT WITH A GROWTH MINDSET
GROWTH MINDSET
45. WE STRIVE FOR
FULL TRANSPARENCY
We favor autonomy, and accountability and take ownership.
We keep trust high with an open and proactive way of executing stuff.
Every Xperson is considered an insider.
We share knowledge and believe that power is gained by sharing knowledge, not hoarding it.
50. TEAM > INDIVIDUAL
Don´t solve for your personal interests to the detriment of the team.
We dislike selfishness and are delighted by ´team-ishness´. Ask yourself:
Is this project / action / decision in the best interest of TimeXtender and
it´s purpose?
51. WHEN IN
DOUBT...
We have the Xbook!
This is not a normal employee handbook, it is our help
desk, our concierge, and it is always updated with the
latest organizational developments.
Or ask your buddy or other members
of the circle.
Presentations are communication tools - find
them, and use them for speeches, reports, and
more.
Output matter more than the hours we work.
We think even hamsters get tired of being on the hamster
wheel.
53. WE BELIEVE THAT WORK IS NOT A
PLACE WE GO, BUT A THING WE DO.
WE WANT TO CONTRIBUTE TO A BALANCED AND HARMONIOUS LIFE.
(TimeXtender´s hybrid approach gives us the most flexibility. We like flexibility.)
54. WE ARE RESPONSIBLE FOR OUR OWN
PERSONAL PLANNING AND
EXECUTION.
FOR ALL THIS FREEDOM AND FLEXIBILITY TO WORK…
Always in accordance with our purpose circles (and always with the Core Purpose Strategy and Core
Beliefs in our minds and hearts).
55. ALIGN CORE PURPOSE
STRATEGY TO THE
FUTURE OF WORK AND
OUR PARTNER
ECOSYSTEMS
ALIGN INDIVIDUAL
PURPOSE AND GOALS
TO PURPOSE CIRCLE
STRATEGY AND
XGOALS
ALIGN PURPOSE
CIRCLE STRATEGIES
AND XGOALS TO THE
CORE PURPOSE
STRATEGY
57. AGAIN PEOPLE DO BUSINESS
WITH PEOPLE AND WE ARE
WHAT WE GIVE.
THIS IS ALSO IMPORTANT BECAUSE
THE BEST PEOPLE DON´T JUST FIT OUR CULTURE THEY EXPAND IT.
- BY THINKING WIN-WIN-WIN AND WE GIVE TO RECEIVE.
58. we also believe that we're a success* when we're:
COMMITTED
TO OUR CORE PURPOSE, PURPOSE CIRCLE STRATEGIES, AND XGOALS
COMMITTED
TO BUILDING TEAM CONNECTEDNESS, COHESIVENESS, AND CULTURE; AND
COMMITTED
TO BEING TIMEXTENDER BRAND ADVOCATES, BOTH ONLINE AND IN-PERSON
*Don't worry — if any of this doesn't make sense, we'll be happy to help walk you through it
59. TIMEXTENDER IS NOT A
UTOPIAN WORKPLACE.
WARNING!
We are not a perfect match for everyone
(…and not every amazing person is a great match for us)
60. HUMBLE • BIG HEART
& MIND • XFACTOR •
CURIOUS • BRAVE •
HUMBLE • BIG HEART
& MIND • XFACTOR
•CURIOUS • BRAVE •
HUMBLE • BIG HEART
THERE ARE 5 TRAITS
THAT WE BELIEVE MAKE AN XPERSON
61. CURIOUS
Finding new ways to ask curious questions, to learn, grow, and make a difference.
To listen in order to understand. To ask the right questions, you must listen to those around you with all your mind
and heart to your fellow Xpeople. Increase your curiosity by listening first.
62. WHAT CURIOSITY
LOOKS LIKE:
Chasing what tugs at your soul
Rediscovering true enthusiasm
Exploring your gratitude
Seeing the worth in everything
Allowing yourself to feel excited
Connecting with your inner child
1.
2.
3.
4.
5.
6.
- JAY SHETTY
63. BRAVE
Adaptable to new things. Trust in data, your mind, and your heart.
You are not afraid of unconventional ideas and are brave enough to implement them.
64. BE BOLD ENOUGH TO LEAD
WITH HEART AND MIND.
GROUNDED IN FACTS AND DATA.
65. MIND - YOUR THOUGHTS.
HEART - YOUR INTUITION & LET
IT GUIDE YOU.
Courageous is when you let yourself be challenged in how you see the world. Forget what makes up your world,
let go of what you know in order to invent something new, to explore new unexplored paths.
67. HUMBLE
Self-aware and respectful .
WAIT. DOESN´T BEING HUMBLE MEAN LACKING CONFIDENCE? NO.
THE VERY BEST PEOPLE ARE SELF-AWARE AND SELF-CRITICAL, NOT SELF-AGGANDIZING.
68. WHEN THINGS GO WELL, HUMBLE
PEOPLE TEND TO SHARE THE CREDIT.
WHEN THINGS GO POORLY, THEY TAKE
RESPONSIBILITY.
HUMILITY ISN´T ABOUT THINKING LESS OF YOURSELF.
IT´S ABOUT THINKING OF YOURSELF LESS.
70. BIG HEARTS BIG MINDS
Go beyond understanding. Are able to see the big picture.
Seek first to understand and then to be
understood.
See another person's perspective.
Acts with compassion and respect - not to be
confused with taking pity on someone.
Creates win-win situations for clients, partners
and other Xpeople.
Focus on getting it right. NOT on being right.
Read to learn. Love facts.
Transparent, open and honest with others and
with yourself.
75. WE ARE HERE TO LEAVE A
LASTING FOOTPRINT
WE ARE THE XPEOPLE
WE LOVE A GLOBAL, DIVERSE AND INCLUSIVE MINDSET IN OUR WORKPLACE. IT JUST MAKES
THE WORLD, OUR WORLD AND OUR COMPANY MORE MEANINGFUL AND SUSTAINABLE.
76. WE START IN OUR LOCAL COMMUNITIES SO THAT EVERY STEP
COUNTS ON A LASTING JOURNEY TO MAKE A GLOBAL IMPACT.
WE CARE FOR HIGH-QUALITY
EDUCATION, HEALTH AND WELLBEING
77. WE CHOOSE TO MAKE A LASTING FOOTPRINT BY MAKING ONE
CONSCIOUS STEP AND DECISION AT A TIME.
SUSTAINABLE
CLIMATE FOR
OUR PLANET
SUSTAINABLE
CITIES AND
COMMUNITIES
SUSTAINABLE
HEATH AND
WELL-BEING
SUSTAINABLE
HIGH-QUALITY
EDUCATION
78. "TAKE THE FIRST STEP IN
FAITH. YOU DON’T HAVE TO
SEE THE WHOLE STAIRCASE,
JUST TAKE THE FIRST STEP"
- MARTIN LUTHER KING
79. TO DO YOUR BEST WORK, BE HAPPY, AND
FEEL FULFILLED
YOU NEED TO BE ABLE
TO BE YOUR BEST SELF.
HEALTH AND WELL-BEING
80. SCHEDULING BRACKETS OF PAUSES DURING OUR
EVERYDAY WORK, AND MEETINGS.
ATTENDING RECHARGE SESSIONS TO RAISE OUR
AWARENESS, LEARN NEW HEALTHY EXERCISES AND
HABITS TO KEEP BEING OUR BEST SELF.
ENGAGING IN SOCIAL EVENTS, READ BOOKS, TAKE
STEPS TO GROW AND LEARN TO FIND A HEALTHY
BALANCE IN LIFE.
WE STRIVE TO RECHARGE OUR BODY AND MINDS
81. "YOU MAY ENCOUNTER MANY
DEFEATS, BUT YOU MUST NOT
BE DEFEATED. IN FACT, IT MAY
BE NECESSARY TO ENCOUNTER
THE DEFEATS, SO YOU CAN
KNOW WHO YOU ARE, WHAT YOU
CAN RISE FROM, HOW YOU CAN
STILL COME OUT OF IT."
- MAYA ANGELOU
82. WE CHOOSE TO BE WHAT WE GIVE.
HIGH QUALITY EDUCATION
It all starts with the right onboarding. This is important so we can get
off to a great start and feel empowered to give our best to the clients
and partners we serve. Empowered to make great decisions.
83. WE LIVE ALL OVER THE WORLD
WE SPEAK MANY LANGUAGES
WE HAVE VARIED BACKGROUNDS
AND OUR PARTNERS AND CUSTOMERS
ARE WONDERFULLY DIFFERENT.
WE HAVE DIFFERENT BELIEFS AND PASSIONS, AND WE EMBRACE DIVERSITY.
84. WHAT WE DO IS BUILD
PURPOSE CIRCLES WITH
A DIVERSE
PERSPECTIVE
AND WE ATTRACT XPEOPLE WITH DIVERSE
PERSPECTIVES AND FROM DIVERSE CULTURES
WE ASPIRE TO BUILD A COMPANY THAT REFLECT THE
DIVERSITY OF OUR CUSTOMERS AND PARTNERS.
85. WITH DATA, MIND, AND HEART.
BECAUSE TIME MATTERS
WE ASPIRE TO BUILD A COMPANY