One of our culture differences at Improving is a focus on problem-solving.
Early on, trust issues with a client surfaced. That challenge was met, and today we have a small groups that meet weekly to discuss cores of trust and trust behavior.
In Dallas, our small group leaders met to assess our opportunities and challenges. Allana Luterman and Lyn Barrett head our office trust program and facilitated the conversation yesterday.
In the early evening, we began preparation for recording our colleagues next week sharing their experiences related to trust and small group involvement.
Our recording efforts are iterative product development at work.
P.S. What do you think would happen in business if trust was a focus point?
Oh, what a night!
Hosting the Innovators and Entrepreneurs Council’s monthly meetup in the Dallas Improving office is one of the highlights of my month.
Thank you, Jeannie Lewis for bringing Steven Thrasher to have a conversation around some of the challenges around intellectual property and AI.
Steven was incredibly attentive and shared engaging stories as well as experience based on his legal practice, product development, and business building.
Consider joining us next month on the first Monday in April.
P.S. What legal challenges are you encountering with bringing your product to market?
Wow, we’re already in March!
Where did the first two months of 2024 go?
Last Friday was game night at our Dallas Improving office. Game nights are an indicator of company culture.
We enjoy spending time outside our 40-hour workweek because our culture was created to bring us together.
This feeds into how we work together and how we work with our clients.
No, Improving isn’t a perfect company. We’re always trying to get better at what we do; daily, weekly, monthly, and yearly.
Our “playtime” results in better product development and teamwork. Being intentional about being together helps maintain the human connection.
It all ties back to how we view “trust” and “conscious capitalism”.
P.S. What does your company do to sustain a healthy work culture?
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