This document summarizes a presentation by Jenn Lim on using happiness as a business model. Some key points include:
- Zappos prioritizes company culture and happiness over short-term profits, which has led to long-term success and growth.
- Research shows engaged employees and a shared vision/purpose leads to higher profits, sales, productivity and lower turnover.
- Building meaningful relationships and transparency are important for company culture. Values should align between personal and company values.
- Happiness can be a sustainable business model if companies commit to culture, values, relationships and a shared higher purpose.
This document summarizes a presentation on using happiness as a business model. The presentation discusses how Zappos prioritized company culture and core values to become a successful business. It also outlines frameworks and research showing the relationship between happiness, employee engagement, and business success. The presentation encourages applying these lessons by committing to core values, transparency, vision, relationships and hiring the right team to create happier companies, employees and communities.
This document summarizes a presentation by Jenn Lim on using happiness as a business model. Some key points include:
- Zappos prioritizes company culture and uses happiness to drive their business success. Their culture book outlines core values like delivering wow through service.
- Research shows engaged employees and a strong culture leads to higher sales, productivity and profits compared to disengaged workplaces.
- Building meaningful relationships, transparency, vision and commitment to values are important lessons from Zappos' experiment in happiness.
- Pursuing happiness at work through assessing culture can lead to benefits like reduced turnover and increased creativity for companies.
This document contains the transcript from a presentation by Jenn Lim on happiness and culture. Some key points discussed include:
- Research shows that defining and living by core values, having a higher purpose beyond profits, and prioritizing culture and relationships can lead to sustainable happiness and business success.
- Companies like Zappos have experimented with making happiness and culture the top priority, through practices like hiring for culture, extensive training, and transparency.
- Studies find that happier employees are more engaged, productive, and creative, leading to higher sales, profits, and less turnover at companies.
- Pursuing happiness at work through a commitment to vision, meaningful relationships, and building the right team can help re
Delivering Happiness was co-founded by Tony Hsieh (CEO of Zappos.com) and Jenn Lim (CEO of Delivering Happiness). In 2010, the book Delivering Happiness: A Path to Passion, Profits, and Purpose became a top bestseller, sharing the belief that happiness can be used as a model both in business and in life. After the book launch, there was a bus tour that solidified people were making happiness a priority in their own lives.
Now, Delivering Happiness is a company and a movement. Backed by studies within the science of happiness and positive psychology, as well as best practices from Zappos and other successful companies, Delivering Happiness has developed frameworks that universally apply to businesses that create sustainable culture change.
The Evolving Culture-Scape and Employee ExpectationsT-Mobile
Co-presentation with Michael Savage (JWT INSIDE) at the 2014 Recruiting Trends Conference on 10/29/14 which explores how successful companies prioritize culture in their organizational design and strategy, thereby driving strong results across people and financial metrics alike.
The document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through increasing density, collisions, and co-learning. The $350 million project focuses on small businesses, tech startups, education/arts, and real estate development to create an innovative and collaborative community. The goal is to accelerate serendipity and return on community through principles of collisions, co-learning, and connectedness among the diverse set of residents, visitors, and passion communities involved in the project.
When we talk about mindfulness at work, we often discuss specific practices that we can embed, like meditation. But what cultural pre-conditions are necessary or helpful to build a foundation for mindful practices to thrive? How do you build a mindful organizational culture where the individuals, teams, and organizational philosophy are uniquely experienced but still collectively aligned?
This workshop reveals how the tenets of mindfulness—namely awareness and intention setting—can be used to help design successful organizational cultures. The session will teach concrete tools to set intention and define purpose at three levels: individual, team, and organization. Brad Wolfe, from the Zappos-inspired culture consulting firm Delivering Happiness, will draw on his work with Twitter to provide a clear understanding of how to create a deeper sense of meaning and authenticity at work and how an organization can use a mindful culture as a unique competitive advantage.
The Change School is an education provider that offers experiential learning programs to help people develop their potential. It aims to encourage personal and social responsibility through self-directed learning. The school believes that change can be a positive force when people have the right tools. It provides collaborative learning experiences through retreats, classes, and private programs to help individuals gain self-awareness, align their values with life and work, and learn to navigate change.
How Culture Can Define The Success of Your Startup - even though you feel that you have too much on your plate as an entrepreneur, it is never too early to define your company culture. Everything you do in business is determined by how well you defined your company culture.
#culturecode
Good Work People explores brilliant brand culture, what it's all about and why it's so important to today's business model. Taking examples from the brand culture giants such as Method, Zappos, Eventbrite, Airbnb and Pixar.
The key take out - don't f*ck it up
This document discusses the importance of company culture and how it acts as a brand.
It begins by stating that a company's culture is its brand and defines a company's values, vision, and mission. It then discusses that engaged employees are important for productivity and retention. Companies with strong cultures that empower employees see higher returns.
The document uses Zappos as a case study, highlighting how their core values guide their strategy and culture. This culture allowed them to be sold for $1.25 billion while retaining autonomy and creating a training program.
It concludes by offering three ways for companies to strengthen culture: sincere leadership, truly assessing culture with employee feedback, and empowering employee ambassadors who embody the
The Golden Circle of Simon Sinek is a brilliant tool to map a 'business know why' or belief system of a brand. In this presentation, we apply it to sustainability and triple bottom line entrepreneurship
Sift Media Culture Code - Inspiring Positive ActionIan Robins
This document outlines the culture code of Sift Media, an inspiring company. It discusses that amazing companies have 3 key elements: a clear purpose, people that make a difference, and a strong culture that enables people. Sift Media's culture is based on 8 principles: putting people first, relentlessly pursuing their purpose of inspiring people, obsessing over audiences, fostering autonomy with purpose, having a mindset of curiosity to improve, using metrics that provide insights, being transparent and honest, and having fun. The culture aims to inspire people to take positive action through their work.
Behavior, Intent, and Remote Company CultureSogolytics
What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.
The HubSpot Culture Code: Creating a Company We Lovecolleenfry
The document outlines the culture code at Hubspot, which focuses on being maniacal about metrics and the customer, radical transparency, autonomy for employees, selectivity in hiring, investing in individual skills, challenging conventional wisdom, speaking truth, work-life balance, and continual improvement. Key aspects of the culture include an interesting internal wiki, no vacation policy, autonomy balanced with accountability, and metrics-driven approach. The culture aims to create a company employees love through these principles.
Delivering Happiness, The New Secret Ingredient by Sunny GrossoAudienceView
The document discusses how to build a culture of happiness in the workplace. It argues that culture is either created by default or by design. The main ingredients for intentionally designing a culture of happiness are having clear core values that are lived, a sense of progress toward meaningful goals, a sense of control over one's work, feeling connected to others, and having a shared higher purpose beyond just the work. Measuring these factors and aligning personal and company values can help shift a culture to be more positive and focused on happiness. The presentation provides tools and strategies for organizations to assess and improve their culture.
This document discusses an on-demand legal consultation platform called Congo that allows users to video chat with lawyers and receive legal advice and services. It has raised $46.2 million to date, offers flexible pricing plans, and benefits both clients and lawyers. The document promotes Congo by highlighting legal and alcohol-related issues among college students to raise awareness of the platform.
Pitcher is a web platform that allows candidates to create video or text pitches to showcase their talents directly to hiring managers. In initial testing, 71% of pitches led to first round interviews and 100% received a direct response from the hiring manager. The platform aims to help both candidates, who struggle to stand out in resumes, and employers, who find it difficult to identify top talent from large resume stacks. Pitcher plans to generate revenue by charging employers either subscription fees or a percentage of compensation for employees hired through the platform, and by offering premium candidate features.
Dan Rubins, founder and CEO of Legal Robot, provides an overview of important legal considerations for startups. He outlines the basics of incorporation and funding, emphasizing the importance of getting help from experienced professionals to avoid costly mistakes. Rubins also discusses trademarks, patents, regulatory compliance, insurance needs, and when DIY legal options or full legal representation are recommended. He shares the tools and services he uses to manage legal needs for his own companies.
Wealthfront & Betterment: Democratizing The Investment ProcessJackson Moses
Given the complicated facets of investing, most young adults consciously choose to avoid the stock market; this is an extremely costly decision. By not investing until adulthood, individuals will forego seven-figures in lifetime income. Wealthfront and Betterment address this concern with their automated investment platforms (robo-advisors), both of which require little human involvement.
My Money Story Series: Credit Karma Talks Finances, Credit, and DebtKabbage
Visit our SlideShare to learn from our partner, Credit Karma, why you should check and build your credit report, best practices for establishing financial health, and how to recover from debt.
http://thebestcompanys.com/credit-monitoring/company/credit-karma/
Credit Karma is a free credit monitoring service that provides customers with a secure way of understanding and managing their credit. Through data-driven resources, the experts at Credit Karma are equipped to help customers take control of their financial health
The Wealthfront Equity Plan (Stanford Graduate School of Business 2017)Adam Nash
These are the slides from my guest lecture at the Stanford Graduate School of Business on February 17, 2017 in the People Operations: From Startup to Scaleup class.
This document summarizes the key points from an investment seminar for Airbnb. It discusses that investors should invest steadily over time rather than trying to time the market. They should maintain a diversified portfolio and rebalance regularly to control risk. Expenses and taxes are also important to minimize - investors are advised to use low-cost index funds and tax-efficient strategies. The overall message is that by following basic principles of steady investing, diversification and minimizing costs, investors can achieve market returns over the long run.
Andy Rachleff, Wealthfront Presentation at Lean Startup SXSW500 Startups
The document outlines 4 lessons learned from a company's first version of customer development. The lessons are: 1) Start simply with paper prototypes before building software; 2) Understand your product's most important attribute, which for them was simplicity; 3) Customer development does not require a designer, a "UX developer" is sufficient; and 4) It is okay if not everyone likes your idea, and you should be willing to take risks. The overarching lesson is that the discovery phase should focus on learning from customers and iterating the product, rather than perfect execution.
Jenn Lim is the CEO and co-founder of Delivering Happiness, which promotes happiness as a business model. She discusses how her passion for happiness developed after experiencing personal and professional setbacks. She explains lessons learned from Zappos' successful culture-focused business model, including committing to core values, transparency, vision, relationships and hiring the right team. Lim advocates applying these lessons to build happier companies, communities and people through Delivering Happiness' People, Companies, Communities approach. The presentation encourages attendees to prioritize happiness and live according to their values to create positive change.
This document provides an overview of a presentation by Jenn Lim on building a culture of happiness. Some key points:
- Jenn discusses research showing vision, meaning and higher purpose can lead to happiness and business success.
- Zappos is highlighted as a case study for prioritizing culture through their Culture Book, hiring for culture fit, and training.
- Frameworks are presented for understanding different types of happiness and parallels between business success and happiness.
- The ROI of a happy culture is discussed in terms of improved retention, engagement, productivity and profits based on research.
- Reframing work culture to focus on happiness, core values, transparency and relationships is advocated based on lessons from
This document summarizes a presentation about building a happy culture in businesses. It discusses how defining core values, transparency, vision, relationships and hiring the right team can help create happiness as a business model, as seen in the success of Zappos. It also references research showing that vision, meaning and purpose can lead to employee happiness and better business outcomes. The presentation encourages assessing company culture using happiness surveys and considering the ROI of creating a happy workplace culture.
The document summarizes a presentation by Jenn Lim on building a culture of happiness in businesses. Some key points include: defining core values and making customer service and culture the top priority; lessons from Zappos' success in prioritizing culture through hiring, training, and transparency; frameworks for sustainable happiness including vision, meaning, and relationships; and how the happiness movement has spread through Jenn's book and global bus tour to inspire happier companies, communities, and cities.
This document summarizes a presentation about creating happiness in the workplace and communities. It discusses how companies like Zappos have used a focus on culture and happiness to achieve business success. Key points include how defining core values, transparency, building relationships and hiring the right team can help build a happy culture. The presentation also outlines frameworks for understanding happiness and reviews research showing the ROI of happy cultures through increased retention, engagement and productivity. It encourages applying these lessons to inspire happier companies, communities and meaningful lives.
Jenn Lim, CEO of Delivering Happiness, gave a presentation at the MCAWW Conference about building a culture of happiness. She discussed how happiness is often fleeting when based on goals like wealth or achievements. Instead, sustainable happiness comes from vision, meaning, and purpose. Zappos' culture prioritizes these factors through transparent values, vision, relationships, and hiring the right team. Research shows happier companies have better retention, engagement, and profits. The presentation promotes measuring and spreading happiness through PCC communities to change lives and the world.
Jenn Lim, CEO of The Governance Institute, gave a presentation on building a culture of happiness in businesses. She discussed how her own experiences with job loss and hardship led her to focus on happiness. She highlighted lessons from Zappos, including their emphasis on strong company culture through transparent communication, hiring for cultural fit, and defining core values. Lim argued that vision, meaning and higher purpose are key to employee happiness and business success, and proposed a movement to spread happiness through Positive Community Change initiatives.
Jenn Lim is the co-founder and CEO of Delivering Happiness, a company focused on helping other organizations prioritize culture and happiness. She discusses lessons learned from her time at Zappos, where culture was the top priority, and frameworks for understanding happiness from a scientific perspective. Lim argues that vision, meaning and higher purpose can lead to happiness in both individuals and companies. She invites the audience to join the movement of changing the world by helping people, companies and communities prioritize sustainable happiness.
Jenn Lim, CEO of Delivering Happiness, gave a presentation at the Better World Summit about building a culture of happiness. She discussed how Zappos succeeded by prioritizing culture and core values such as fun, adventure, and relationships. Lim presented frameworks for happiness, including focusing on meaning, purpose, and relationships rather than short-term pleasures. She argued that companies can benefit from happier employees through improved retention, engagement, and profits. Lim is now leading a global movement through Professional Certified Coaches to spread happiness in communities and companies.
Jenn Lim, CEO of Delivering Happiness, gave a presentation at the Urban Land Institute in Washington DC about building a culture of happiness in businesses and communities. She discussed how Zappos successfully implemented happiness as a business model through their core values, transparency, vision, relationships, and hiring practices. Lim presented frameworks for happiness from research and outlined Delivering Happiness's efforts to spread happiness through scientific, business, and community initiatives like Happier Companies and the Downtown Project in Las Vegas. The goal is to inspire and enable happier people, companies, and communities globally.
This document summarizes Jenn Lim's presentation on building a culture of happiness at work. She discusses how Zappos prioritizes culture and values, highlighting their culture book as an example. Lim also presents frameworks for happiness at work, noting research showing happier companies experience better retention, engagement, and profits. She profiles how Geisinger Health System scaled a culture program across its large organization to prioritize patients and employees.
Jenn Lim, CEO of Scape, discusses how happiness can be a successful business model based on her experience with Zappos. She outlines six key lessons learned: 1) commitment to building a sustainable brand, 2) defining core values, 3) transparency, 4) establishing a clear vision, 5) building meaningful relationships, and 6) hiring the right team based on cultural fit. Research shows focusing on culture, vision, and purpose can increase employee engagement and satisfaction, leading to better business outcomes like increased sales, productivity and profits.
Jenn Lim, CEO of Verizon Telematics, discusses happiness as a business model based on her experience with Zappos. She argues that sustainable brands are built on culture and higher purpose. Key lessons from Zappos include committing to happiness, defining core values, transparency, vision, relationships, and hiring the right team who share the values. The goal is to spread happiness through happier communities, companies and people by prioritizing culture, purpose and sustainable well-being.
Jenn Lim, CEO of Bazaarvoice, discusses how research shows that sustainable happiness comes from having meaning, vision, and higher purpose rather than short-term pleasures. She reflects on her own journey to prioritizing happiness and culture at Zappos, where committing to core values, transparency, vision, and relationships led to business success. She advocates spreading these ideas to inspire happier communities and companies through local Positive Community Change events in over 100 countries.
Jenn Lim discusses how Zappos prioritized company culture and happiness as a business model. Some key points:
- Zappos' culture and core values were the #1 priority from the start and helped drive the company's success.
- Research shows culture and higher purpose are what make long-term, sustainable brands.
- Zappos publishes an unedited "Culture Book" each year to document lessons learned and areas for improvement.
- Prioritizing employee happiness led to engaged staff, lower turnover, and higher customer satisfaction, which translated to increased sales and profits for Zappos.
- Jenn argues companies and communities can apply similar frameworks to build happier, more purpose-
Jenn Lim, CEO of Zappos, discusses how pursuing happiness can be a successful business model. She explains how Zappos prioritizes company culture and core values such as delivering wow customer service. Research shows culture and higher purpose lead to more engaged employees and better business outcomes. Lim advocates applying lessons from Zappos, like transparency and building relationships, to create happier communities and companies where employees and customers both thrive.
The document discusses how companies can prioritize happiness as a business model by focusing on culture and customer service. It describes how Zappos achieved success by making culture the top priority through practices like hiring for culture fit and transparency. The presentation encourages applying these lessons by committing to core values, building relationships and vision, and hiring the right team who shares those values.
Jenn Lim discusses how happiness can be a successful business model based on her experience as CEO of Zappos. She outlines several key lessons: commit to building a long-term sustainable culture based on clearly defined core values; establish a higher purpose and vision beyond profits; build meaningful relationships and transparency; hire the right team who share the values; and measure success based on employee happiness and engagement rather than short-term profits alone. Happier employees lead to happier customers and more successful, meaningful companies and lives.
The document discusses how companies can prioritize happiness and culture to build sustainable brands. It provides examples from Zappos, highlighting how they hire for culture, invest in customer service, and create an annual culture book. The document advocates applying these lessons by committing to core values and vision, building relationships, and hiring the right team to fuel a culture of happiness.
Similar to LegalZoom - Jenn Lim - Delivering Happiness (20)
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The project will invest $350 million to support small businesses, tech startups, education and arts. The goal is to create collisions and co-learning by increasing density, diversity, and street activity. This approach aims to accelerate innovation, productivity and happiness by maximizing "returns on community" rather than short-term profits. The hope is downtown Las Vegas will become the most community-focused large city in the world.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
The document summarizes Zappos' efforts to revitalize downtown Las Vegas through their Downtown Project initiative. The Downtown Project aims to accelerate collisions, co-learning, and connectedness in the downtown area by investing $350 million to attract small businesses, tech startups, and arts/culture. The goal is to make downtown Vegas the most community-focused large city through density, diversity, and street-level activity to promote serendipitous interactions and return on collisions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused and walkable city. The hope is that increasing density, diversity and opportunities for serendipitous interactions will accelerate innovation, productivity and happiness for both residents and visitors.
University of Notre Dame's Idea Week - Wednesday, April 25, 2018Delivering Happiness
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building initiatives. The project will invest $350 million to support small businesses, tech startups, education/arts, and real estate development downtown. The goal is to accelerate collisions, co-learning and connectedness through density and diversity to boost innovation, happiness and economic growth over the long term, focusing on community impact rather than just short term profits.
University of Notre Dame's Idea Week - Wednesday, April 25, 2018Delivering Happiness
The document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through increasing density, collisions, and community. The $350 million project focuses on small businesses, tech startups, education and arts to attract residents and visitors downtown, with the goal of making it the most community-focused large city through co-learning and collisions. The hope is this will accelerate innovation, productivity and happiness by focusing on long-term return on community rather than short-term financial returns.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
From Real to Ideal: Envisioning and Moving Toward Your Best Culture [Culture ...Delivering Happiness
This document outlines a methodology called the DH Model for envisioning and moving an organization's culture from real to ideal. The DH Model focuses on defining core values and aligned behaviors, applying the science of happiness through positive habits and levers, cultivating higher purpose, and considering culture from the perspectives of individuals, teams, and community. It provides exercises to analyze an organization's current and ideal culture by comparing it to animals and habitats. The goal is for organizations to shift from being designed like machines to living, growing ecosystems that produce happy employees and customers, leading to business success.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community-focused large city in the world. The goal is to maximize long-term return on community rather than short-term profits by focusing on density, diversity and street level activity to accelerate collisions and serendipity.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
The document summarizes Zappos' history and culture, as well as Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The Downtown Project will invest $350 million to support small businesses, tech startups, education and arts programs, and real estate development downtown. The goal is to create collisions and co-learning through density, diversity, and street-level activity to accelerate innovation, productivity and happiness.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building. The project will invest $350 million to support small businesses, tech startups, education and arts. The goal is to create collisions and co-learning by increasing density, diversity, and street activity. This approach aims to accelerate innovation, productivity and happiness by maximizing "returns on community" rather than short-term profits. The hope is downtown Las Vegas will become the most community-focused large city in the world.
The document summarizes Zappos' efforts to revitalize downtown Las Vegas through their Downtown Project initiative. The Downtown Project aims to accelerate collisions, co-learning, and connectedness in the downtown area by investing $350 million to attract small businesses, tech startups, and arts/culture. The goal is to make downtown Vegas the most community-focused large city through density, diversity, and street-level activity to promote serendipitous interactions and return on collisions.
The document summarizes Zappos' efforts to revitalize downtown Las Vegas through their Downtown Project initiative. The Downtown Project aims to accelerate collisions, co-learning, and connectedness in the downtown area by investing $350 million to attract small businesses, tech startups, and arts/culture. The goal is to make downtown Vegas the most community-focused large city through density, diversity, and street-level activity to promote serendipitous interactions and return on collisions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
This document summarizes Tony Hsieh's Downtown Project which aims to revitalize downtown Las Vegas through community building principles of collisions, co-learning and connectedness. The $350 million project will invest in small businesses, tech startups, education and arts with the goal of making downtown Las Vegas the most community focused large city in the world. The goal is to maximize long term return on community rather than short term financial returns by creating density, diversity and opportunities for serendipitous interactions.
Air New Zealand OSL Terminal (1). PDF...argen tina
Greetings from Oslo Airport to Air New Zealand OSL Terminal! Our terminal is easily accessible at Oslo Airport (OSL) and provides easy boarding and check-in for your travels. Savor welcomes Kiwi hospitality, well-run lounges, and prompt service. For a seamless and enjoyable journey, rely on Air New Zealand whether you're visiting New Zealand or somewhere else. Good luck on your journey!
5. • “WHEN I GET _____, I’LL BE HAPPY”
• “WHEN I ACHIEVE _____, I’LL BE HAPPY”
• LOTTERY WINNERS
• TERMINALLY INJURED OR DISABLED
OUR BRAINS ARE
HARDWIRED TO
SEEK HAPPINESS.
YET WE’RE
SUPERBAD AT
PREDICTING
WHAT CAN SUSTAIN
IT.
7. MT. KILI
GREEN FIELD
Explored and
Prioritized
INTERNET
CONSULTANT
LAYOFF
LOSER
LOSS
GO
BEARS!
ZAPPOS
CONSULTANT
ROCK BOTTOM REAL
LOSS
TIME
HAPPINESS
+|
OH
@#$%
16. THE CULTURE BOOK WHAT
IS IT?
COMPLETELY UNEDITED
EXCEPT FOR TYPOS AND SPELLING
SNAPSHOT OF CULTURE EVERY YEAR
NOW THEIR BRAND BOOK TOO
COPIES OUTSIDE AT REGISTRATION TO CHECK OUT
FOR YOUR OWN COPY, JUST EMAIL ME
JENN@DELIVERINGHAPPINESS.COM
18. CORE VALUES
AT ZAPPOS
1. Deliver WOW Through Service
2. Embrace and Drive Change
3. Create Fun and a Little Weirdness
4. Be Adventurous, Creative, and Open-Minded
5. Pursue Growth and Learning
6. Build Open and Honest Relationships With Communication
7. Build a Positive Team and Family Spirit
8. Do More with Less
9. Be Passionate and Determined
10. Be Humble
19. CULTURE AND CUSTOMER SERVICE
$2B* COMPANY
1999 – TODAY
NOV ‘09 AMAZON ACQUIRES ZAPPOS
$1.2 BILLION**
*GROSS MERCHANDISE SALES **SHARE VALUE AT THE TIME OF CLOSING
21. employees in the world
DISENGAGED
in lost
PRODUCTIVITY
(U.S. alone)
Gallup 2012
22. AN EXPERIMENT IN
HAPPINESS AS A
BUSINESS MODEL
LESSONS LEARNED:
1. COMMITMENT
2. CORE VALUES
3. TRANSPARENCY
4. VISION
5. RELATIONSHIPS
6. THE RIGHT TEAM
AND CAN THEY BE
APPLIED TO YOU?
HOW?
23. 1. COMMITMENT
DO YOU WANT TO BUILD A LONG-
TERM, SUSTAINABLE BRAND?
ARE YOU WILLING TO COMMIT
FINANCES, RESOURCES, AND TIME
TO IT?
HOW LONG WILL IT BE A PRIORITY?
24. 2. DEFINE YOUR
CORE VALUES
IT’S HARD.
START EARLY.
WHAT ARE YOUR
- COMPANY’S
- PERSONAL
CORE VALUES?
DO THEY ALIGN?
25. 3. COMMIT TO
BE REAL. BE YOURSELF.
WHEN PEOPLE ARE, THERE’S LESS TO FEAR.
(WHILE SAVING TIME, EFFORT AND ANXIETY)
WORK | LIFE INTEGRATION
EXAMPLES:
VENDOR EXTRANET
TWITTER.ZAPPOS.COM
“ASK ANYTHING”
TOURS & MEDIA VISITS
ZAPPOS INSIGHTS
26. FOR
EMPLOYEES
WHAT’S THE LARGER
VISION AND GREATER
PURPOSE IN THEIR WORK
BEYOND MONEY OR
PROFITS?
FOR
ENTREPRENEURS
WHAT WOULD YOU BE
PASSIONATE ABOUT
DOING IF YOU DIDN’T
FEAR FAILURE AND
DIDN’T MAKE ANY MONEY
FOR 10 YEARS?
4. VISION
27. 5. BUILD MEANINGFUL
RELATIONSHIPS
IT’S NOT ABOUT
NETWORKING.
IT’S ABOUT
CONNECTEDNESS.
IF YOU’RE INTERESTED, YOU
DON’T HAVE TO TRY TO BE
INTERESTING.
“IF THE PERSON
YOU’RE TALKING TO
ISN’T LISTENING, BE PATIENT.
MAYBE HE HAS A SMALL PIECE
OF FLUFF IN HIS EAR.”
–
28. 6. BUILD THE RIGHT TEAM
HIRE SLOWLY.
FIRE QUICKLY.
HIRE/FIRE
BASED ON VALUES.
29. WHAT DOES THE SCIENCE OF
HAPPINESS HAVE TO TELL US?
SOME DATA AND FRAMEWORKS
LEARNED ALONG THE WAY…
30. SOME FRAMEWORKS
LEARNED ALONG THE WAY…
TOP 5 I WISH’ES IN LIFE
- BRONNIE WARE
TOP 5 REGRETS OF DYING
…THE COURAGE TO
EXPRESS MY FEELINGS.
…LET MYSELF BE
HAPPIER
…NOT WORKED
SO HARD
…STAYED IN TOUCH WITH
FRIENDS
I WISH
I HAD…
…THE COURAGE TO
LIVE TRUE TO
MYSELF, NOT THE
LIFE OF WHAT
OTHERS EXPECTED
#1
36. 550,000+ COPIES SOLD
20 LANGUAGES/COUNTRIES
2010 BEST OF LISTS
NPR MARKETPLACE
INC. MAGAZINE
NEW YORK POST
READWRITEWEB
AMAZON CUSTOMER FAVORITE
#1 BESTSELLER LISTS
NYTIMES
WSJ
AMAZON
BARNES & NOBLE
BORDERS
WHOA.
60. 39% MONTHLY SALES
92% UNPLANNED ABSENCE
HAPPINESS… DELIVERED.
– TOP 20 FASTEST GROWING E-COMMERCE COMPANY
61. HAPPINESS… DELIVERED.
1996 – 1 CINEMA IN AUSTIN
TODAY – 30 CINEMAS ACROSS THE COUNTRY
“COOLEST MOVIE THEATER IN THE WORLD” –
CONCEPT OF HIGHER PURPOSE WAS NONEXISTENT, WE WORKED ROBOTICALLY WITH
OUR VALUES AND MISSION. THE EXEC ALIGNMENT SESSION WITH DH CHANGED IT.
62. “With TOMS doubling in size within a year, we were trying to manage what it takes to
grow culture between the “original” team and the “new” team. After Blake and team met
with Tony, Jenn and Delivering Happiness we were inspired to focus on culture. As a result
we’ve launched our own core values and we’re now all moving in the same direction!”
— Amy Thompson, Chief People Officer, TOMS
HAPPINESS… DELIVERED.
70. BE TRUE TO OUR WEIRD SELVES
LIVE OUR VALUES, PASSIONS
AND PURPOSE
IMAGINE…
71. BE TRUE TO OUR WEIRD SELVES
LIVE OUR VALUES, PASSIONS
AND PURPOSE
PRIORITIZE FOR LASTING,
SUSTAINABLE HAPPINESS
IMAGINE…
72. …THEN DO.
CREATE CHANGE IN THE WORLD
MORE THAN WE EVER THOUGHT POSSIBLE…
WITH HAPPINESS!
THANK YOU!
Editor's Notes
WHAT DO CUSTOMERS EXPECT?
WHAT DO CUSTOMERS ACTUALLY EXPERIENCE?
WHAT EMOTIONS DO CUSTOMERS FEEL?
WHAT STORIES DO THEY TELL THEIR FRIENDS?
HOW CAN CULTURE CREATE MORE STORIES AND MEMORIES?
Does anyone know this guy?
72% unhappy. Either disengaged, working below potential, or actively sabatoging
1 in 7. Is it you? Is it person next to you? Your boss?
I don’t know what you say here, but I would say something like :
Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit.
You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc…
NOTE: I could also imagine some slide animiation
NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like :
Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit.
You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc…
NOTE: I could also imagine some slide animiation
NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
I don’t know what you say here, but I would say something like :
Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit.
You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc…
NOTE: I could also imagine some slide animiation
NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
Formula was emerging … became secret sauce…
Tony was seeing, IT’S ALL ABOUT HAPPINESS!
not only in life, also in business
So he set out to incorporate as much happiness in new culture at zappos as he could
The idea of happiness as a business model was born