Goodmans Change The Community

Goodmans Change the Community

“I was shy about showing anyone my new vision statement for over a year. But no matter what words are swimming around in your gut, they don’t mean anything unless you share them. It feels risky at first. But, it will become a filter for everything you do.” – Adam Goodman, President & CEO at Goodmans

Just inside the lobby of Goodmans Interior Structures, the Valley’s most recognized provider of workspace furniture, you’ll find an attractively designed wall that communicates the words Adam wrote the night of his epiphany.

Adam worked in the family business since he was kid, and honestly, he was never that excited about it. “It was fine, but we were just selling widgets,” says Adam. After engaging in hundreds of employee and customer conversations, Adam had an epiphany.

He realized that selling furniture could, in fact, have a bigger impact on the community. “All of a sudden it all seemed so clear. Goodmans wasn’t just a provider of stuff. We could improve business. We could improve healthcare. We could improve education. We could reduce costs for government. We could help people achieve personal and economic prosperity. In short, we could change the community. We had a purpose.”

“I was inspired to write a new vision statement—to inspire me and our employees”, says Adam. “The mission reflects what customers and employees told me was different about Goodmans.”

Today, Goodmans uses their work environment to engage their employees and inspire them toward a shared purpose. The engraved statement on the wall is a reminder that purpose can transform a company.

Y Scouts is a purpose based search firm that helps companies recruit leadership talent. Whether you’re looking for meaningful work or looking to attract talent, we can help. To get started, share your why with us. Click here if you’re an employer. Click here if you want to make a difference in a new role.

The Weekend Read: Delivering Happiness

downloadThe Book: Delivering Happiness: A Path to Profits, Passion, and Purpose
The Author: Tony Hsieh
Where To Buy: Amazon

In DELIVERING HAPPINESS, Zappos CEO Tony Hsieh shares the different lessons he has learned in business and life, from starting a worm farm to running a pizza business, through LinkExchange, Zappos, and more. Fast-paced and down-to-earth, DELIVERING HAPPINESS shows how a very different kind of corporate culture is a powerful model for achieving success-and how by concentrating on the happiness of those around you, you can dramatically increase your own.

Three things that you may take away and still use at least a year after finishing this book:

  • What happens when customer service is the responsibility of the entire company, not just a department.
  • Why prioritizing company culture will help you make more money
  • How to help employees personally and professionally by applying research from the science of happiness

If you decide you rather get the Delivering Happiness cliff notes, here’s a review from Amazon that sums it all up.

“Delivering Happiness” has become the trade phrase for Zappos. In this hard-to-put-down book, Tony Hseieh (CEO of Zappos) tells the story of how his life became entangled with the life of Zappos. Starting with his childhood, Tony tells how he has always had an entrepreneurial spirit: he tried to raise earthworms when he was 9, he held garage sales and sold lemonade, he had a newspaper route (and decided it was just a way for newspapers to avoid child labor laws:), he wrote a newsletter of jokes he tried to sell to friends, he sold Christmas cards, he made custom photo buttons. Then in high school he discovered computers and began learning. He got a job testing video games, then became a programmer. The little jobs continued throughout college, where he tried to find the easiest path through his classwork. When he graduated college, he took a job at Oracle just because they offered the most money. And he found a way to do as little work as possible there too. Because he was bored, Tony and his roommate created LinkExchange which they eventually sold to Microsoft for $265 million. Bored again, this is where Zappos enters his life.

Much of the rest of the book is a fascinating history of how Zappos evolved and grew from nothing to $1 billion in gross sales in less than 10 years. Along the way, Tony explains how he learned business lessons from a summer fling with playing poker in Vegas. One of those lessons was to figure out what he really wanted to get out of life. He dabbled in investing and day-trading but found them unfulfilling. He dabbled in angel funding (Zappos being one of the companies he funded). He realized he was passionate about building a company, and the beneficiary of his passion happened to be Zappos. He poured a lot of his own money into keeping Zappos alive and learned lessons about inventory, warehousing, and outsourcing.

About half way through the book is where I started highlighting and folding down page corners. Tony talks about company culture and how he lead Zappos to invest their time, money and resources into 3 areas: customer services, culture, and employee training. Tony lists a great “Top 10 ways to instill customer services into your company” and explains (in great detail) the 10 core values of Zappos culture. He gives examples of interview questions that they ask to see how the person will fit into the company culture. He lists some of the course titles that are offered to employees that choose to learn new skills in order to advance their title. He lists the “Top 10 questions to ask when looking for investors and board members.” And then Tony tells the story of how Zappos became a “marriage partner” to Amazon.

The final section of the book is about applying the science of happiness. This was an outstanding section and the entire book is worth the price just for this section alone. Tony mentions several books (The Happiness Hypothesis: Finding Modern Truth in Ancient Wisdom and Happier: Learn the Secrets to Daily Joy and Lasting Fulfillment) that formed the foundation of his research into happiness along with books that taught him about company culture (Good To Great: Why Some Companies Make The Leap…and Others Don’t and Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization). Tony also recommends Peak: How Great Companies Get Their Mojo from Maslow (J-B US non-Franchise Leadership) to learn how Maslow’s Hierarchy of needs can be applied to business, customers, employees and investors.

Overall a highly enjoyable book, very nicely written in an informal style, with a great story and good pointers to further resources. Highly recommended.

The Weekend Read: 7 Habits Of Highly Successful People

7 Habits Of Highly Successful PeopleThe Book: 7 Habits Of Highly Successful People
The Author: Stephen R. Covey
Where To Buy: Amazon
In The 7 Habits of Highly Effective People, author Stephen R. Covey presents a holistic, integrated, principle-centered approach for solving personal and professional problems. With penetrating insights and pointed anecdotes, Covey reveals a step-by-step pathway for living with fairness, integrity, service, and human dignity–principles that give us the security to adapt to change and the wisdom and power to take advantage of the opportunities that change creates.

Three things that you may take away and still use at least a year after finishing this book:

1. Begin with the end in mind

2. Relationships are like a bank account, you make deposits and withdrawals

3. Sharpening the saw, keep learning and improving your brain

If you decide you rather get the cliff notes, here’s a review from Amazon that sums it all up.

As the title of the book implies, Covey describes the seven habits of highly effective people and techniques for adopting the seven habits. Covey makes clear that an individual must make a paradigm shift before incorporating these habits into his/her own personal life. A paradigm is essentially the way an individual perceives something. Covey emphasizes that if we want to make a change in our lives, we should probably first focus on our personal attitudes and behaviors. He applies different examples via family, business, and society in general.

This book’s focal point is on an approach to obtain personal and interpersonal effectiveness. Covey points out that private victories precede public victories. He makes the example that making and keeping promises to ourselves comes before making and keeping promises to others.

Habits 1, 2, and 3 deal with self-mastery. They move an individual from dependency on others to independence. Habits 4, 5, and 6 deal with teamwork, cooperation, and communication. These habits deal with transforming a person from dependency to independence to interdependence. Interdependence simply means mutual dependence. Habit 7 embodies all of the other habits to help an individual work toward continuous improvement.

Habit 1 discusses the importance of being proactive. Covey states that we are responsible for our own lives; therefore, we possess the initiative to make things happen. He also points out that proactive people so not blame various circumstances for their behaviors but they realize behavior comes from one’s conscious. Covey also explains that the other type of person is reactive. Reactive people are affected by their social as well as physical surroundings. This means that if the weather is bad, then it affects their behavior such as their attitude and performance.

He also explains that all problems that are experienced by individuals fall into one of three categories, which are direct control, indirect control, or no control. The problems that are classified under direct control are the problems that involve our own behavior. The problems classified as indirect control encompasses problems that we can do nothing about. The problems classified as no control are those that we can do nothing about.

Habit 2 focuses on beginning with the end in mind. Covey wants the reader to envision his/her funeral. This may sound disheartening but his goal is to help you think about the words that you wish to be said about you; it can help the individual visualize what you value the most. To begin with the end simply means to start with your destination in mind. That gives an individual a sense of where he/she presently is in their life. One has to know where they are going to make sure that they are headed in the right direction. Covey also mentions that the most effective way to begin with the end is by developing a personal mission statement. After doing that, you should identify your center of attention. Are you spouse centered, money centered, family centered, etc. The he tells you depending on you core of interest, your foundation for security, guidance, and power.

Habit 3 is the practical fulfillment of Habits 1 and 2. Covey accentuates that Habits 1 and 2 are prerequisite to Habit 3. He states that an individual cannot become principle centered developing their own proactive nature; or without being aware of your paradigms; or the capability of envisioning the contribution that is yours to make. One must have an independent will. This is the ability to make decisions and to act in accordance with them.

Habit 4 deals with the six paradigms of interaction, which are win/win, win/lose, lose/win, lose/lose, win, and win/win or no deal. Win/win is a situation in which everyone benefits something. It is not your way or my way; it is a better way. Win/lose declares that if I win then you lose. Simply put, I get my way; you don’t get yours. Win/lose people usually use position, power, possessions, or personality to get their way. The win/lose type of person is the person that feels that if I lose; you win. People who feel this way are usually easy to please and find the strength of others intimidating. When two win/lose people get together both will lose resulting in a lose/lose situation. Both will try to get the upper end of the stick but in the end, neither gets anything. The person that simply thinks to win secures their own ends and leaves it up to others to secure theirs. The win/win or no deal person means that if there is not a suitable solution met that satisfies both parties then there is no agreement.

Habit 5 deals with seeking means of effective communication. This habit deals with seeking first to understand. However, we usually seek first to be understood. Most people to not listen with the intent to understand but with the intent to reply. The act of listening to understand is referred to as empathic listening. That means you try to get into the person’s frame of mind and think as they are thinking.

Habit 6 discuses combining all of the other habits to prepare us for the habit of synergy. Synergy means that the sum of the whole is greater than the sum of its parts. Possessing all of the habits will benefit an individual more than possessing one or two of them. Synergism in communication allows you to open your mind to new possibilities or new options.

Habit 7 involves surrounds the other habits because it is the habit that makes all of the others possible. It is amplifying the greatest asset you have which is yourself. It is renewing your physical, emotional, mental, and social nature. The physical scope involves caring for yourself effectively. Spiritual renewal will take more time. Our mental development comes through formal education. Quality literature in our field of study as well as other fields help to broaden our paradigms. Renewing the social dimension is not as time consuming as the others. We can start by our everyday interactions with people.
Moving along the upward spiral requires us to continuously learn, commit, and do on higher planes. This is essential to keep progressing. At the end of each habit, there are application suggestions or exercises that help you become a more effective person. This is definitely not a quick fix it book. The concepts should be studied in order to be fully achieved. I think if you learn to use these 7 habits, it will change your life.

This is a must-have book.

The Four Stages Of Leadership

Court CunninghamThis is an excerpt from a Mixergy interview with Yodle CEO, Court Cunningham.

What are the four stages of leadership?

Early on, the CEO or the leader is the doer. So, he’s in the trenches setting up accounts, selling which is where we were when I started.

You then move to phase two where the leader is the delegate. So, the leader says, OK, here are all the things that we’re going to do. Joe, you do this. Susie, you do that. That model is still one where the entrepreneur needs to know what’s going on.

Phase three is where most companies stop, which is the leader as the direction setter. And so, that’s where I said, “Mike, look, we need to get our cost to acquire a customer around X to Y and here are the levers. Let’s talk about: what are we going to do to drive those levers?” And so, if you’re focused on outputs instead of inputs, that’s really what matters at the end of the day, right? If you can’t figure it out, it doesn’t make any difference. If it’s not your job to figure it out, then you need to find someone who can because if the outputs are not changing and you’re achieving the business objective, then you need to make a change. And to finish the direction setter, so any big, successful company is in the direction center mode because strong people want to be given a goal and accomplish it.

The last one – I’m making up these names, but I sort of had this little chart that shows essentially the role of a leader shrinks and actually moves outside the team.

So, I really call it team builder where if there’s a problem between sales and service, the head of sales and the head of service should work together to solve that problem. If they can’t, escalate it to me and I’ll help solve it, but that’s the ultimate scaling ability when all big important decisions don’t have to come through me.
That’s also very hard because you’re entrusting a lot to these people, but my view is if I don’t trust you, you shouldn’t be working here. And if I do trust you, then I should give you the power of that trust.

Y Scouts is a leadership search firm that connects purpose-driven organizations with purpose-driven leaders. We believe that the best employer and employee connections start by connecting through a shared purpose.

What’s Your Why? Click here if you’re an employer. Click here if you want to make a difference in a new role.

How are you making the world a better place?

World A Better PlaceEvery member that joins the Y Scouts Leadership Community answers a series of questions to help us understand where they find purpose and meaning in their work.

One of the first questions we ask is, “Roy Spence of the Purpose Institute defines Purpose as “a definitive statement about the difference that you are trying to make in the world.” What do you believe your purpose to be?”

You can imagine that we receive a lot of answers along the lines of, “I want to make the world a better place.” This morning, we received an answer along these lines, but with a bit more elaboration. We thought we’d share it with you…

Q: Roy Spence of the Purpose Institute defines Purpose as “a definitive statement about the difference that you are trying to make in the world.” What do you believe your purpose to be?

A: This is a question that has actually been on my mind for a while…and my answer is simply to make the world a better place. I am sure this reply would make most people say “geez, what a horribly lame answer”, so please let me elaborate. While I have come to the conclusion that in all likelihood I will not find a cure for leukemia, end world hunger or rid the world of violence, I do realize I am able to make the world a better place through my actions. It could be by making my job (and the owners of the company) happy by being successful at my job…or it could be by making my co-workers and the people who report to me happy by being an organized thoughtful boss that treats people with respect….or it could be by doing random unselfish acts everyday in my personal life. When I came to this conclusion a few years back I not only realized I was making the world a better place, but was also making myself happy.

How are you making the world a better place? Tell us by joining other leaders in the Y Scouts Leadership Community.

Y Scouts is a leadership search firm that connects purpose-driven organizations with purpose-driven leaders. We believe that the best employer and employee connections start by connecting through a shared purpose.

What’s Your Why? Click here if you’re an employer. Click here if you want to make a difference in a new role.

Are Your Windows Up?

Are Your Windows UpThis is a post from Y Scouts Managing Partner and co-founder, Brian Mohr.

It’s that time of year in the desert southwest when the morning air has a hint of chill – it’s a welcomed relief from the scorching hot summer months. My thermostat indicated a perfect 68 degrees as I drove into work today. Being a passionate music enthusiast, I love rolling down all of my windows, cranking up the tunes, and letting the cool desert air blow through my receding hairline. As I was grooving in my own world this morning, I looked around at all of my fellow commuters and noticed very few, if any, had their windows down. My suspicion is that most people have become so acclimatized to the summer heat that they forgot they have the power to change their environment by simply rolling down their windows.

My simple observation reminded me of a quote from ‘The Alchemist’ by Paulo Coehlo, “What’s the world’s greatest lie?…It’s this: that at a certain point in our lives, we lose control of what’s happening to us, and our lives become controlled by fate”.

I believe many of us have become indoctrinated to the received wisdom of the way things work, and get stuck in believing our path is set. I know I fell victim to it over the course of my life. As soon as I recognized the fear of changing my future became less intimidating than the unhappiness of my present circumstances, is when I knew it was time to act. The result – the past 3 years of my life have been the most satisfying and exciting. Roll your windows down, crank up the tunes, and enjoy the cool breeze – it’s never too late to change your environment.

My best,
B-Mohr-1

Y Scouts is a leadership search practice that connects purpose-driven organizations with purpose-driven leaders. We believe that the best employer and employee connections start by connecting through a shared purpose.

What’s Your Why? Click here if you’re an employer. Click here if you want to make a difference in a new role.

Brian Mohr Receives Valley of the Sun JCC Kavod Award

Our co-founder Brian Mohr is receiving a Kavod Award from the Valley of the Sun JCC on Sunday, September 28th!

Kavod is a Hebrew word with deep roots. When literally translated, Kavod means “Honor.” And, the definition of Honor has three components: Personal Integrity: strong moral character or strength, and adherence to ethical principles; Respect: great respect and admiration and Dignity: personal dignity that sometimes leads to recognition and glory.

All human beings have an innate measure of Kavod, but its special people like Brian who take it to a higher level – giving of themselves, their time and their talents to make a difference in their community without the expectation of something in return.

We’re humbled that Brian was recognized with this amazing honor! Thank you Valley of the Sun JCC!

7 Stages Of The Business Lifecycle Model

Stages of Business Lifecycle Model

Based on the seven stage business lifecycle model, which 2 stages best align with where you thrive?

Seed – just a thought or an idea, birth of a new business

Start-Up – products or services are in production first customers exist

Growth – revenues and customers are increasing with many new opportunities and issues, profits are strong, but competition is surfacing

Established – sales growth is not explosive but manageable, business life has become more routine

Expansion – a new period of growth into new markets and distribution channels

Mature – year over year sales and profits tend to be stable, however competition remains fierce

Exit – the big opportunity for the business to cash out on all the effort and years of hard work

Y Scouts is a leadership search firm that connects purpose-driven organizations with purpose-driven leaders. We believe that the best employer and employee connections start by connecting through a shared purpose.

What’s Your Why? Click here if you’re an employer. Click here if you want to make a difference in a new role.

14 Factors That Determine Job Satisfaction

The first step to finding job satisfaction is identifying what’s important to you. From the list of factors that determine job satisfaction below, get out a piece of paper and rank the most important to least important factors in how you would choose your next career move. We think doing this exercise will help you determine whether you’re in the right role, or if you’re need of a career change.
Job Satisfaction Factors

  • Making a Difference
  • Financial Compensation
  • Relationship with Leadership
  • Commute Time
  • Schedule Flexibility
  • Vacation/Time Off
  • Benefits and Perks
  • Culture and Values Alignment
  • Job Title
  • Opportunity for Growth
  • Company Stability
  • Relationship with Colleagues
  • Travel Requirements
  • Level of Influence

Y Scouts is a leadership search firm that connects purpose-driven organizations with purpose-driven leaders. We believe that the best employer and employee connections start by connecting through a shared purpose.

What’s Your Why? Click here if you’re an employer. Click here if you want to make a difference in a new role.

4 Types Of Organizational Culture

Organizational Culture

Researchers and academia define organizational culture as the values, beliefs, symbols and behavior of people who work in an organization. Robert E. Quinn and Kim S. Cameron at the University of Michigan have identified 4 types of Organizational Culture. What organizational culture best describes where you thrive?

Clan – family-like, with a focus on mentoring, nurturing, and “doing things together”

Adhocracy – dynamic and entrepreneurial, with a focus on risk-taking, innovation, and “doing things first”

Market – results oriented, with a focus on competition, achievement, and “getting the job done”

Hierarchy – structured and controlled, with a focus on efficiency, stability and “doing things right”

Y Scouts is a leadership search firm that connects purpose-driven organizations with purpose-driven leaders. We believe that the best employer and employee connections start by connecting through a shared purpose.

What’s Your Why? Click here if you’re an employer. Click here if you want to make a difference in a new role.

Contact Us

If your company or organization is looking for a leader to join your team, please reach out to Y Scouts by completing the information below. If you are a leadership candidate looking for the next step in your career, please join our leadership community by clicking here.

x
Join Other Exceptional Leaders Who Get New Posts By Email! Learn About:
  • Unique executive recruiting strategies
  • Leadership tips that will make you more efficient
  • Studies that will help improve your organization
Enter your email and stay on top of things,