One misconception about successful cultures is that they're all happy-go-lucky. | Sonu Goswami
One misconception about successful cultures is that they're all happy-go-lucky. In reality, they're buzzing with energy and engagement, centered around tackling challenges together rather than just pursuing happiness. Good morning, LinkedIn Connections😊. Culture is not something you are. It's something you do. Danny Coyle, a New York Times bestselling author, unravels the secrets of effective group cultures by studying top teams (The Good Apples🍎) worldwide, including Google, Navy SEALs, Pixar Studios, and the San Antonio Spurs. In *The Culture Code* summary, you'll discover the three core skills important for creating and sustaining a fantastic culture: (SLIDE) ❇ Skill 1: Build Safety ❇ SKILL 2: Share Vulnerability ❇ SKILL 3: Establish Purpose The journey starts with the Billion-Dollar Day when nothing happened but unveils the creation of a culture through *Belonging Cues* In the early 2000s, a quiet race 🏃♂️🏃♀️among brilliant minds aimed to build a software engine connecting internet🔍searches with targeted ads. Overture, led by Bill Gross, was expected to win, but the underdog, Google, surprised everyone. The turning point? On May 24, 2002, in Google's kitchen, Larry Page pinned a note to the wall with three words: *THESE ADS SUCK* .This candid moment became the catalyst that propelled Google's AdWords engine, resulting in a staggering transformation. Profits soared, marking an unprecedented achievement in the tech world by 2014. Jeff Dean, despite working in a different area of Google and facing his own urgent tasks, was one of the last to see Larry's note about the struggling AdWords engine. This was amid the project's struggle with the basic task of matching search terms to appropriate ads. For instance, typing *Kawasaki H1B motorcycle* could lead to ads like *H1B Foreign visa application* – precisely the kinds of failures that could have doomed the project. Without an immediate incentive to care, Dean walked back to his desk, determined to fix the issue. In just two days, he successfully repaired the engine, 🔍 transforming Google's profits from $6 million💰to $99 million daily. By 2014, the AdWords engine was generating $160💵💰million per day, constituting 90% of Google's revenue. When Larry inquired about this remarkable achievement, Dean casually responded, considering it a normal occurrence at Google. In a culture where equality, support, and *Belonging Cues* were the norm, everyone collaborated closely, exemplifying how extraordinary accomplishments were woven into the fabric of everyday work life at Google. The culture wasn't just about work; it spilled over into lively street hockey games and Friday forums, where everyone, founders included, challenged each other. This mix of teamwork and camaraderie was at the heart of these exceptional cultures. ✅ Lesson: In a secure and supportive environment , team members channel their energy toward collective goals, reducing concerns about safety and future uncertainties. | 118 comments on LinkedIn
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One misconception about successful cultures is that they're all happy-go-lucky. In reality, they're buzzing with energy and engagement, centered around tackling challenges together rather than just pursuing happiness. Good morning, LinkedIn Connections😊. Culture is not something you are. It's something you do. Danny Coyle, a New York Times bestselling author, unravels the secrets of effective group cultures by studying top teams (The Good Apples🍎) worldwide, including Google, Navy SEALs, Pixar Studios, and the San Antonio Spurs.
In *The Culture Code* summary, you'll discover the three core skills important for creating and sustaining a fantastic culture: (SLIDE)
❇ Skill 1: Build Safety
❇ SKILL 2: Share Vulnerability
❇ SKILL 3: Establish Purpose
The journey starts with the Billion-Dollar Day when nothing happened but unveils the creation of a culture through *Belonging Cues*
In the early 2000s, a quiet race 🏃♂️🏃♀️among brilliant minds aimed to build a software engine connecting internet🔍searches with targeted ads. Overture, led by Bill Gross, was expected to win, but the underdog, Google, surprised everyone. The turning point? On May 24, 2002, in Google's kitchen, Larry Page pinned a note to the wall with three words: *THESE ADS SUCK*
.This candid moment became the catalyst that propelled Google's AdWords engine, resulting in a staggering transformation. Profits soared, marking an unprecedented achievement in the tech world by 2014.
Jeff Dean, despite working in a different area of Google and facing his own urgent tasks, was one of the last to see Larry's note about the struggling AdWords engine. This was amid the project's struggle with the basic task of matching search terms to appropriate ads. For instance, typing *Kawasaki H1B motorcycle* could lead to ads like *H1B Foreign visa application* – precisely the kinds of failures that could have doomed the project. Without an immediate incentive to care, Dean walked back to his desk, determined to fix the issue. In just two days, he successfully repaired the engine, transforming Google's profits from $6 million to $99 million daily. By 2014, the AdWords engine was generating $160 million per day, constituting 90% of Google's revenue. When Larry inquired about this remarkable achievement, Dean casually responded, considering it a normal occurrence at Google. In a culture where equality, support, and *Belonging Cues* were the norm, everyone collaborated closely, exemplifying how extraordinary accomplishments were woven into the fabric of everyday work life at Google.
The culture wasn't just about work; it spilled over into lively street hockey games and Friday forums, where everyone, founders included, challenged each other. This mix of teamwork and camaraderie was at the heart of these exceptional cultures.
✅ Lesson: In a secure and supportive environment , team members channel their energy toward collective goals, reducing concerns about safety and future uncertainties.
