The Goats of Growth Cultural Must Haves For Start Ups with Scott Anderson & Jason Ingargiola
In this episode of "The Goats of Growth," I have a podcast first in which you'lI hear my interview with not one guest, but two! Scott Anderson and Jason Ingargiola of And1 Advisors join me to discuss the 6 cultural pillars needed for building startups and that become unicorns which are:
- Culture of Living Your Values
- Hire for Culture
- Coaching Culture
- Cross-Funtional Winning Culture
- Customer Centic Culture
- Learning Culture
Enjoy the episode!
Here are the link to find out more about my guests and to get in touch with them.
Scott Andersons Linkedin Profile
Jason Ingargiolas Linkedin Profile
Living Your Values (00:09:52) Importance of embodying and holding each other accountable to company values for a successful culture.
Foundation of Ownership (00:12:15) Creating a culture where everyone takes ownership of their roles and decisions, fostering a sense of responsibility and accountability.
Culture of Speed (00:13:26) Encouraging innovation, learning from failures, and driving quick decision-making and execution to maintain a competitive edge.
Feedback and Accountability (00:14:46) Establishing a feedback loop and holding individuals accountable for aligning with the company's values and culture.
Leadership Examples (00:16:47) Illustrating the importance of upholding values through executive actions and the impact of living company principles in decision-making.
Company Values in Action (00:18:08) Demonstrating the significance of adhering to core principles through real-world examples from the consumer packaged goods industry.
Mutuality (00:19:06) Internal and external mutuality, vendor and partner relationships, and living company values.
Hiring for Culture (00:20:09) Recruiting best athletes, holding mutual accountability, and conducting separate cultural interviews.
Determining Cultural Fit (00:24:30) Objective and subjective hiring approaches, stability, repeatability, and scalability.
Coaching Culture (00:31:14) Creating a coaching culture, coaching for performance, and soft skills for effective coaching.
The importance of listening and understanding (00:37:28) Understanding the significance of active listening and interpreting communication styles for better understanding and mentorship.
Mentor mentality and cultural dynamics (00:39:31) Discussing the impact of adding team members on the cultural dynamics and the importance of maintaining core values.
Cross-functional and winning culture (00:41:26) Emphasizing the importance of a winning culture and recognizing and rewarding individuals based on their unique motivations.
Customer-centric culture and client selection (00:48:29) Exploring the significance of making customers part of the culture, being part of their culture, and focusing on ROI for successful partnerships.
Saying no to potential clients (00:53:56) Understanding the importance of selecting the right scope of work and being transparent with clients for long-term success.
The importance of living company values (00:56:38) The significance of being consistent with values and engaging with the CEO to uphold company values.
Run a learning culture (00:57:26) The challenges of implementing learning culture in organizations and the need to have a plan for personal and scalable learning.
Accountability and onboarding academy (00:58:55) The role of accountability in information sharing within the organization and the need for a structured onboarding academy.
Culture drives retention and recruitment (01:00:59) The impact of culture on retaining talent and driving recruitment strategy for a company.
Rapid fire five questions (01:02:32) A series of quick questions and answers related to personal motivations, goals, preferred ways of learning, favorite characters, and leisure activities.
Advice to one's past self (01:09:15) Reflections on advice to give to one's past self, including the importance of having a vision and staying true to oneself.
Question for the next guest (01:11:33) The hypothetical choice between a team of middling performers and a team with a couple of high performers and many struggling individuals, and the implications for scaling the business.