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Feb 06

Quote: My Biggest Legacy Is the People I've Hired

I am in charge of recruiting. I will have somebody managing the process as we grow; departments do the interviewing, but bottom line, if my people are better than your people I win. College football is a great analogy. Look at the top coaches. They always win because they have the best talent. In college the players pick the team, in the [pros] the teams pick the players. You bet Nick Saban goes on recruiting trips. Don’t for a second be lulled into the notion that you are picking employees. They are picking you and you better be the one they want to pick. You better have an on-boarding process and it better be good. My biggest legacy is the network of people I’ve hired and what they’ve gone on to do.

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Posted by Ryan Dunphey

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Jan 26

Culture Eats Strategy for Lunch

Culture, like brand, is misunderstood and often discounted as a touchy-feely component of business that belongs to HR. It's not intangible or fluffy, it's not a vibe or the office décor. It's one of the most important drivers that has to be set or adjusted to push long-term, sustainable success. It's not good enough just to have an amazing product and a healthy bank balance. Long-term success is dependent on a culture that is nurtured and alive. Culture is the environment in which your strategy and your brand thrives or dies a slow death.

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Posted by Ryan Dunphey

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Oct 31

Four Seasons Founder Isadore Sharp on Culture

Over the years, we've initiated many new ideas that have been copied and are now the norm in the industry. But the one idea that our customers value the most cannot be copied: the consistent quality of our exceptional service. That service is based on a corporate culture, and a culture cannot be mandated as a policy. It must grow from within, based on the actions of the company's people over a long period of time.

Four Seasons is the sum of its people—many, many good people.

Source: Four Seasons: The Story of a Business Philosophy

Posted by Ryan Dunphey

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Oct 05

Viktor Frankl: The Importance of Believing in Others

Posted by Ryan Dunphey

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Oct 06

A Way Out of Politics

I have two wonderful little boys, and it's hard to imagine loving anyone more than I do them. I cherish each one. It's amazing: two boys, individual additions to our family, yet fully and wholly and equally loved by their dad.

What's also amazing about them is that neither one is self-conscious when the other receives praise, affection, or a special gift. Why? We don't tolerate it. We're not weird about it, we're just pragmatic: "Daddy loves you tons, too, but this is something special for your brother, and you need to just get over it and be happy for him."

Over time, they've learned to respond properly. Where once there might have been childish jealousy and selfishness, there's now security and celebration.

We need this in the workplace.

Great cultures are made up of many different types of people, with different strengths and talents. And it has to be okay for a particular individual to have his or her moment of praise, while the rest of us truly celebrate. We have to see our colleague's success as our success.

Jealousy encourages a host of missteps, and it robs us of the joys of working together. The good news is that if we proactively find opportunities to praise and appreciate the talent, contributions, and hard work of individuals, we'll rid our culture of that plague.

Posted by Ryan Dunphey

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