Institute B are entrepreneurs helping entrepreneurs build strong companies [ for social change. ]
They mentor businesses by teaching the skills that business schools are lacking . Having met this group I attest to their warm, tell it like it is way. But why trust my words? Here are a few articles that also tell it like it is.
I am taking their Changemakers classes (A five part series) and I am going to share how these insights will help you build your communities.
Countless experts will tell you that in order to build a community you need to share the same values. But few people can define what a value is or how you can communicate it.
We learned that everyone defines values differently and this is why stating it is just not enough and a why there is a need to determine ways of understanding the meaning .
- As an organization, It is about shaping the conversations. The type of conversation is all you can hope to control .
- Check in with your emotions: When you declare an audacious future, know how it makes you feel. Emotions are great determinants of a direction that reflects your core values.
- Building trust can be done with a story. Let me share the story that helped build trust with our instructor and co-founder: Darrell Kopke
The Superfantastic Story that builds my trust (and why it worked)
Darrell told the story of working at Intrawest. This story reminded me of my own training session in the hospitality biz a decade ago. Just as he was taught to own the client’s concerns, I too had been introduced to the benefits of a customer centered culture. Intrawest established an ability to support him in solving guests’s concerns, and I remembered a similar philosophy as part of my Hotel training.
His next job, Future Shop in the early days offered training with a very strong culture. He was introduced to positive reinforcement during a meeting of new hires. The trainer welcomed the team with the Question: How are we? Before he and others could answer, employees offered enthusiastically ”Superfantastic” This solidarity reminded me of some of my favourite experiences in groups . Groups that shared the excitement around a sporting game, an anticipated event or concert. Feeling connected in a positive experience does wonders for building culture.
As one of Lululemon’s original twelve, Darrell shared the story of the early Lululemon team declaring Nike to be their #1 competitor. Looking back at Lululemon’s growth and success I was intrigued to hear more about how that shared declaration built the tribe that has been a case study in many of my seminars.
The Story drew me in, all that comes after was sure to take my full attention.
If your goal is audacious then building a community to support that goal is well worth the time to design it.
Are you ready for the lessons learned ?
The next part of this blog goes up in just a few days. Comment with your Twitter handle and I will alert you.
LINK TO PART 2: part-2-of-2-building-an-audacious-tribe-with-institute-b