The success has also been financial. From $700 Start-up capital it has grown to produce more than $20M in revenue. It has had phenomenal growth and success due to its unique culture and vision to invest in, create and build businesses that help push humanity forward, inspiring progress and innovation, work cultures and movements that cultivate creativity and freedom to unleash the full potential of its people and of humanity.
Mindvalley has a big mission: to be extraordinary, to change education globally by providing innovative and holistic education for all levels by accelerating change, making old models that no longer serve us obsolete. But it’s really the culture that makes it one of the top private companies to work for today. Here I have distilled the essence of what Mindvalley uses to build such an engaging and successful workplace from various Mindvalley reference sources.
The 7 Keys to Building a Highly Engaging and Successful Workplace
- Create the 5 key things people want from a job:
2.Happiness – getting out of bed each morning excited to go to work now, not waiting and putting off until retirement to do the things you love.
3.Abundance – being able to live a lifestyle where you feel rich in all aspects
Create rewards other than money, including beautiful workspaces, flexitime, which according to a Gallup study yields the strongest relationship to well-being, profit sharing, opportunities for joint ventures with employee-owned businesses
4.Significance – Feeling that the work you do makes a difference
5.Meaning – knowing that the work you do gives back to humanity
- Attract more of the right employees by speaking to the WHY – appeal to people’s sense of mission
- Create job Ads that speak to the heart
2. Hire for Attitude, Train for Skill
- Seek the best, based on their attitude
- Use the World Centrism Test – is their thinking world-centric or narrow minded?
- Will they value and appreciate the benefits of diversity and complementary differences?
- A bad attitude is harder to overcome and can create a ripple effect, nip it in the bud early
3. Establish a Common Code
- Set up common codes of conduct and company values to clarify expectations and speed up decision-making
- Allow the group to contribute to creating the code, when the group creates the code, the group is more engaged to it
- Define your values and live by them
- Social support and friendships create happiness, create a work structure that encourages friendships
- Create a culture of positivity, positivity contagions and ripple effects to influence group behaviour
- Create social connections within the team and opportunities to engage with team members and management socially
- As a leader, do your best to be an agent of happiness
- Invest in your workplace environment, create beautiful workspaces and environments to connect
- A great leader recognises that we are all one – team bonding activities create cohesive teams
- Create group exercises around growth and planning
- Allow for growth through training and development opportunities and for life-long learning
- Provide opportunities for people to tap into their strengths
- Hold learn and share meetings - the knowledge spreads and employees further develop themselves through teaching
- Take people away from their job for one day a month – create an environment to learn
- Facilitate innovation through employee growth
- MTO Goal-setting:
Target – for realists to feel comfortable
Outrageous – for dreamers to have something to push them forward
- Don’t allow negativity and feeling bad into the company, people are not allowed to feel bad if they hit minimum
- The problem with most employees is that their problems aren’t big enough, you want people obsessed with massive things that push humanity forward
- Make it more than work, when you give people meaning, work stops being work, it becomes a mission
- Millennials are idealistic and particularly motivated by mission
- Use mission reminders to fuel people, remind them of the bigger picture impact of their work
- Give back to society, encourage open-sourcing of ideas, blogging, sharing, contribution
- Give access of company auditorium for community groups, meetings, think tanks etc.
- Payoff: The smartest people in the city gather in your office space, which creates connections, relationships and development opportunities for employees and recruitment potential of top minds for the organisation
7. Significance – make people feel recognised
- People flourish on praise: What people seek from abundance is significance
- Facilitate the ability to acknowledge contributions and to celebrate success
- Recognise achievements, celebrate victories and provide ways for employees to praise others, share virtual gifts, exchange appreciation letters
- Show you care. As a leader, every day send an email of appreciation to one employee
- Rethink company meetings, have Awesomeness Reports, celebrate everyone’s accomplishments for the week, share customer praise, award superhero badges, Mindvalley employees ring the bell of awesomeness to celebrate extraordinary achievements
- Apply Goal Gradient Theory – People speed up as they get closer to a goal. Celebrate the steps in between.
- Make time for dealing with the negatives or failures, but don’t dwell on them
- Deal with complaints not as a negative but as a suggestion
- Give people control of their environment. The Code of Awesomeness, Team Retreats
- Ask everyone to hack their departments and make them more efficient. Adopt the best ideas
- Form different teams to hack the business and come up with new business ideas. Adopt the best ideas
- Monthly Ask Sessions. Ask the leader questions anonymously & make the leader openly accountable for responding
- Hacking their lives. All employees do The 3 Most Important Questions & visibly post their goals for all to see. Encourage a culture of supportiveness. https://www.youtube.com/watch?v=f8eU5Pc-y0g
- Be vested in the employees’ visions for themselves
- Trust your employees so you can focus on the bigger vision
- Hard work
- Revenue Growth
Ask yourself and encourage your employees to question: Is it a valid Rule or a Brule (Bull***t rule which no longer serves you, your organisation or humanity)?
If it’s a Brule, hack it, discard the obsolete, keep the useful and innovate. Choose the rules that serve humanity. Everyone should enjoy fulfilment, happiness and meaning. That is what will move humanity forward through the 21st Century.
The one single change to make today:
Have an all hands-on-deck employee meeting. Ask all the employees to submit an email to celebrate their achievements for the week. Create beautiful slides and celebrate everyone’s victory.
With a mission to change humanity and a goal to build the world’s greatest workplace by 2020, Mindvalley is definitely worth keeping an eye on for people interested in advancing leadership and people management. The following YouTube clip is well worth a watch for Vishen Lakhiani’s speech at the Helsinki 925 Festival of Work: https://www.youtube.com/watch?v=X1dmVox38_w