Chad SilversteinBuilt To Lead · Entrepreneur , Advisor, & Thought Leader

What Kind of Company Culture Are You Building?

Name: What Kind of Company Culture Are You Building?
Uploaded: 2024-11-01T15:22:23+00:00
Duration: 54 s
Channel: Chad Silverstein
Description: In this segment of his YouTube talk, Chad Silverstein explains how his organization transformed its culture by institutionalizing a four‑step discipline…

1 Nov 2024 · 1 min

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In this segment of his YouTube talk, Chad Silverstein explains how his organization transformed its culture by institutionalizing a four‑step discipline: recognize, reward, hire, and fire. He contrasts top‑down preaching of core values with a team‑driven approach where leaders and peers regularly spotlight behaviors that embody those values. A concrete practice described is a monthly session where a leader invites the team to share a specific core‑value example, publicly recognize the employee (e.g., Jacob), and grant a tangible reward—a full paid‑off day (PTO). Over time, this routine shifted the perception of culture from a message shouted by leadership to a lived, self‑reinforcing system that employees feel from both the leadership team and their peers.

Chapters

The game changer for us was recognize, reward, hire, and fire, right? So think about that. If you're hiring and firing, recognizing and rewarding people for your core values, and you're making that a discipline for your team, imagine what happens over time. And so the difference was it's either me sitting at the top screaming from the mountaintops with my megaphone core values, or my team together doing it. So it didn't just come from me, and I just took it to a whole new level. I had one leader stand up at the end of the month, and everybody took one core value and they would share an experience that they saw someone do in the office and they would tee it up, explain it, and then recognize Jacob for being that person. And everybody was giving him a round of applause. We gave him a free PTO day, 8 hours paid off time to go. And it just did something over time. People just started to gravitate and it truly became a culture. I can tell you that people felt this from the leadership team. People felt this from me.