Focusing on growth, you’ll get performance. You know if you focus on performance you may not get growth; both company-wide and individually.
So some of the principles, just to remind you, we’ve all read it, first a growth culture environment has to be safe. And what that means is people have to feel secure that they can be the person they want to be. And it’s amplified by the research, I don’t know if any of you’ve read that Google article about teams and what makes high-performing teams, but it really they took a really exhaustive look at that and people feeling safe in their environment to be who they are and to contribute as they need to contribute is critically important to having high performance.
Second the focus must be on continuous learning. Think about our goals, our culture, our beliefs. Our goal of hiring innovative, intensely curious people.
So you have to have a culture where you focus on learning, but then it becomes the third element, you know, testing out new behaviors. Which calls upon another of our key traits that we call it courage. We have to be courageous. We have to put ourselves out there.
And then finally in a growth culture is feedback. That we have to be open to getting feedback and giving feedback. And that’s where some of the stuff from the Radical Candor book will come in because having the tools to do that the right way with the right balance, what she calls “Radical Candor”, is going to be critical to creating a growth culture here at 1904labs.