Author: Todd Reed

The Power of Humility in Growing A Great Culture Episode 56 with Chris and Mike, Menlo Innovations, Part 2

1. They talk about pairing and how it makes coming up with answers and working through problems faster. Because of the work they’re doing, pairing may make more sense. However, how could you change the way your team works to align more with the results you’re looking to achieve?
2. Do your people feel free to ask questions, to be wrong, and to make mistakes
3. How many of people on your team say to themselves when they roll out of bed, “Sweet, I get to go to work today!”?

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I would love to see your thoughts below in the comments.

Remember to sign up for the community, ie newsletter to learn the latest about organizations that are intentionally inspiring their people to make work…work.

Another way you can support the community is to subscribe and review the show via iTunes, Stitcher, or whatever program you use to access podcasts.

Thank you and until next week, be intentional and inspired.

Podcast and blog post are copyright 2016 by me. Music is “LA All Night,” GG Riggs, Courtesy of Shutterstock

Notes taken during editing

To have salaries known and to be wrong – trust is needed – how did you know it was true and not just a poster on the wall? Chris –

How long did it take you to believe their words? Mike a few months. Chris, a few months.

1408 – QQ Yes, this is a place where being vulnerable is ok. Asking possibly embarrassing questions is ok. – Chris Hutchins

1437 – What was hardest to get used to? Working as a teammate as a partner.

There is no privacy here. Some may not get used to it.

1705 – I ask about introverts and not using headphones. I like to escape to think about writing and getting certain tasks completed.

Having someone who knows a tool or program can be so much easier than simply searching Google.

It helps learn the transfer of knowledge. Explaining and teaching how you do something will help you learn it better. It also opens up conversations and brings out new ideas.

“I like that we’re trained in a broader variety of languages and skills.”

“Waking up in the morning and my energy level is a 9 out of a 10…even before my morning coffee because I work at Menlo. The challenges and the teamwork have him excited for accomplishing the tasks and goals ahead of him.” – Chris. He’s excited because “I want to work.” This is a huge testament to Menlo.

Flatness, Collaboration, and Translucency – 3 Keys to Productivity.  Episode 55 with Chris and Mike, Menlo Innovations, Part 1

1. How does your org chart affect productivity?
2. Does your culture really allow people to fail and make mistakes?
3. How much of your team’s time is spent on gossip, rumor, guessing on strategy, conforming to policy, etc?

Podcast: Play in new window | Download

I would love to see your thoughts below in the comments.

Remember to sign up for the community, ie newsletter to learn the latest about organizations that are intentionally inspiring their people to make work…work.

Another way you can support the community is to subscribe and review the show via iTunes, Stitcher, or whatever program you use to access podcasts.

Thank you and until next week, be intentional and inspired.

Podcast and blog post are copyright 2016 by me. And music is “LA All Night,” GG Riggs, Courtesy of Shutterstock
Notes taken during editing:

Chris had heard about Rich bringing Joy back to the workplace and that enticed him to give it a try.

Mike – Work life balance discussion and the flat organization appealed to him.

How do you explain Menlo?

Imagine a workplace where you have one work room. Open culture filled workplace. The stresses of a typical workplace aren’t found. There’s no looking for people. You can see them. The people are under the same mindset about work. You focus more on the task and not so much on the stresses of the workplace.

You’re Almost always working with someone else. Mistakes get caught quicker.

You’re allowed to make mistakes. Get the mistakes out there and in the open more quickly.

What was appealing about Menlo?  The flat and collaborative organization. Input and opinion matters. You’re allowed to be critical with positive feedback.

Chris’ answer regarding how Menlo is different. He said. translucency. No barriers, no cubicles. The ability to talk to anyone and to make information available to everyone helps in collaboration.

What everyone is paid is known.