Attending Conscious Capitalism 2015

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Together we create our future reality, so we should do so consciously, collaboratively, and responsibly. – from “Conscious Capitalism: Liberating the Heroic Spirit of Business”

Conscious Capitalism applies to businesses that support the interests of all major stakeholders, including customers, employees, investors, communities, suppliers, and the environment. Forbes.com called this revolutionary business model “the defining way to make money in the future,” and it’s practiced by leaders like John Mackey of Whole Foods Market; The Container Store’s Kip Tindell; and our very own Tom and David Gardner of The Motley Fool. In fact, Tom Gardner chatted with Professor R. Edward Freeman of the University of Virginia’s Darden School of Business back in 2013 about how The Fool engages in Conscious Capitalism.

Are you part of a leadership team, or perhaps an executive or entrepreneur that wants to learn more about Conscious Capitalism? Check out Conscious Capitalism 2015, an upcoming opportunity to connect with other participants, build relationships, and learn how to incorporate this practice into your organization. You’ll hear keynotes from dynamic speakers like Tony Schwartz, CEO & Founder of The Energy Project; Raj Sisodia, Co-Author of the above noted book; and Melissa Reiff, President and COO of The Container Store. Educational practicums like Creating Conscious Engagement, The Power of Purpose, and Accelerating The Journey to Conscious Capitalism are also on the schedule.

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Conscious Capitalism 2015 is slated for Tuesday, April 7 – Thursday, April 9 at the JW Marriott Chicago in Chicago, IL. You can save $200 off of the registration fee if you purchase your tickets before 3/1/15!

To learn more about this event, click here. Just want to start with the basics? Find an introduction to Conscious Capitalism with articles, news, and educational videos right this way.

Beyond FoolHQ: Connecting Globally

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Business is global, or at least it is here at The Motley Fool. With the help of technology, we support full-time Fools in Australia, Germany, Canada, and beyond. While some remote Fools work from home, did you know that we have an office in London? And another in NYC? As the need for communicating outside the walls of FoolHQ becomes more important, we’re constantly in search of tools that will help us.

Fools rely heavily on email, Skype, Trello, and even the good ole’ telephone to get in touch. Our intranet is useful for company-wide announcements, plus Slack is another great tool for efficient communication. A few other takeaways for mending communication gaps:

1. Consider the time zone.

Scheduling can be confusing, especially if you’re working with many people in different places. Be considerate of others’ schedules by checking time comparisons and reaching out beforehand to ask what time of day is more convenient.

2. Face-to-face communication matters.

We want all Fools to have the same opportunities for collaboration, and live meetings through Skype or Google Hangouts can sometimes be more effective than email. Consider limiting these meetings to 2-3 people for maximum collaboration.

3. Get together in one place.

Full-time employees are encouraged to attend our annual Foolapalooza retreat for a chance to learn more about the business, bond with fellow Fools, and compete in the occasional Australian kangaroo boxing match. Time away from the office serves as a great opportunity to meet Fools – and in the same time zone, no less.

How does your organization work best with remote employees? Do you have any awesome global communication tips?

4 Open Office Benefits at FoolHQ

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Developing the perfect office space is one tough feat, but our People Team is constantly striving to fulfill 300+ Fools’ needs and wants. From adding new quiet spaces to knocking down walls, one Fool’s role is solely dedicated to our office’s cultural development. No matter if a Fool is shy or social, 4 benefits of our open office stand out:

1. Real (read: not electronic) Communication

At healthcare company GlaxoSmithKline, the absence of cubicles created more transparency among employees. After implementing an open office layout, overall email traffic declined by more than 50% and decision making accelerated by 25%. These productive shifts occurred because “workers were able to meet informally instead of volleying emails from offices and cubes.” In a casual, open environment, employees are more encouraged to engage in face-to-face conversation. Plus, you never know when a random brainstorm might lead to the next best idea.

Closed offices are a thing of the past, paving the way for more openness in both the physical and literal sense. One source explains, “Reasons for going open make for great agency rhetoric: communication, ideation, collaborative resonance, speed.” In an open office, there’s a sense of community that can’t be mirrored electronically.

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2. Approachable Company Leadership 

Maybe your organization’s executives are intimidating, even though we all know they shouldn’t be. Our open office definitely plays a part in connecting Foolish leaders with employees. Tom Gardner and David Gardner are just like normal Fools. Private offices aren’t requirements for them; in fact, you’ll often find Tom on a public treadmill desk and David among fellow investing Fools on his Supernova team. FoolHQ maintains a supportive environment for collaboration and creativity on all levels.

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3. Unique Workspaces

We encourage Fools to do whatever it takes for them to produce the best work. Think beyond a cubicle and imagine moving around to different spaces throughout the day. Couches, beanbags, and working tables fill our office to accommodate different personalities. Not feeling inspired? Sit beside a window or find a quiet space to concentrate. Conference rooms don’t have to disappear, but we’ve added more informal meeting spaces that don’t have to be reserved.

FoolHQ is in constant flux. Fools voice their opinions on office space through engagement surveys, coaching sessions, and casual conversations. If a request can be honored, Fools will go to great lengths to ensure others’ happiness.

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4. Convenient Collaboration

We keep Fools’ desks on wheels for a reason. If different teams need to work together, collaboration should be easy for them. With stationary desks, full office moves took too much time. Now that Fools’ workspaces are mobile, these moves can be finished in one (busy) morning.

Don’t isolate employees based on their departments. Some Fools are embedded onto different teams to boost collaboration and spread mastery of other skill sets. Shuffling Fools around to fit the needs of our business simply wouldn’t be as seamless without our open layout.

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Our Examples of “Enviable” Workplace Culture

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While a top-notch workplace culture is enviable, it also sets an example for what other organizations should strive to achieve. Tim Stevens wrote in his FastCompany article, “There is nothing worse than working in an organization that has a bad culture. It doesn’t matter how much money you make or how many weeks of vacation you are given; when you work in a toxic environment, you still come home tense and stressed at the end of each day.” Stevens is on point; I felt miserable on a daily basis during one of my first “real” job experiences (and no, it wasn’t at The Motley Fool).

Stevens goes on to list 12 traits that suggest your organization is among those with a fantastic culture. Here are a few that resonate with our organization:

1. Turnover is Low.

We want our employees to be Fools for life. Our turnover rate is less than 2%, which is remarkable by industry standards. We go to great lengths to ensure Fools’ happiness, whether it’s ordering gluten-free pizzas to celebrate monthly birthdays or building out more quiet spaces in our office. Foolish coaches also hold regular “Happiness Check-Ins” to chat with Fools about their work-life balance. Low employee turnover means you’re at least doing something right.

 

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2. Team Members are Energized by the Mission.

Fools are passionate about our mission – “To Help the World Invest – Better.” You can feel the energy here, as well as from Fools all over the world. We have full-time Fools based in Canada, Germany, Australia, and Singapore that are all working passionately toward the same goal. When Fools are excited about projects, productivity levels rise to new heights. Creativity can also inflate, adding more valuable ideas to the mix.

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3. It’s Not Just a Job.

Fools are not only excited to come to work, but they’re also enthusiastic about Foolish extracurriculars. Fools are friends too, so attending happy hours, concerts, plays, and other cultural events in the area aren’t foreign concepts. In fact, we actually enjoy spending time with our coworkers. We’re not running toward the door to exit right at 5PM (…we do have a flexible schedule), and it’s kind of refreshing from the corporate norm. A work environment is definitely more positive when it has this type of ambience.

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4. People are Smiling. 

Fools are shiny, happy people (and some are music lovers, too). Our Office Ops team does a great job of keeping FoolHQ an upbeat environment. These creative Fools host activities to all scales, from smaller touches like pushing around snack carts to planning larger events including our annual Holiday Party and company retreat called Foolapalooza.

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5. Communication is Strong.

Though communication can always be enhanced, The Motley Fool strives to keep our conversations transparent. It’s important that your employees stay on the same page with what’s relevant, be it your company numbers or external conference opportunities. Fools are happier when information is provided instead of hidden, even if something is in the works. Simply stating “We’re working on it, but we wanted to let you know…” can make all the difference.

Interested in checking out the other qualities that make a workplace enviable and one of a kind? Click here to read more.

Employee Engagement Matters

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After uploading a new Foolosophy video on the importance of Foolish recognition, we were delighted to see a sweet shout-out from our friends at YouEarnedIt. We implemented their employee engagement tool last year and Fools have been big fans since day one. This online app allows Fools to recognize fellow coworkers for jobs well done with “gold,” which can later be cashed in for prizes. So what’s in our YouEarnedIt redemption vault? Some pretty amazing stuff like Amazon gift cards, subscriptions to BarkBox and Beer of the Month Club, SouthWest Airlines vouchers, and much more! High-value rewards include a trip to our FoolUK office in London and a 3 day weekend in NYC for two.

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While these prizes are awesome, it’s the reason behind why Fools give gold that really matters. Even the little tasks deserve recognition, and now we can thank fellow Fools through YouEarnedIt. A public feed is active all day long so that we can keep up with the great work Fools are doing all over the world. In just a year, nearly 13,000 pieces of recognition have been sent – wow!

Receiving and sending gold excites Fools, plus our prizes inspire everyone to work even harder. Happy employees lead to a more engaged work environment and that’s what we’re all striving for, right?

Unveiling our #Foolosophy Video Series

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Since we’re constantly striving to spread the word about Foolish culture, our latest endeavor is pretty darn exciting. Introducing Foolosophies, a peek into life at FoolHQ through interviews with the Fools that know our company best. This video series uncovers answers to many questions about the Fool, from the importance of core values to our Foolanthropy tradition; different collaboration opportunities; and the 411 on our insurance benefits.

Do you feel like your organization is in need of a culture makeover? These videos provide valuable information that could inspire you to make a big change. Fools share their best tips for accommodating different types of workspaces; fostering transparent communication; and holding companywide events like Pizza Day and Cake Day – for a purpose!

More #Foolosophy videos are in production, but we’d love your feedback! Is there a question that you’re dying to have answered? Comment below and we’ll take it into consideration! Wondering how to see such great content? See our Menu above – and click “Foolosophy.”

Fool On, Foolish readers!

4 Tips to Improve Your Organization

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Where would The Motley Fool stand without the mentors that have shaped our company with their bright insights? The road to success hasn’t always been smooth, but we hope these 4 tips inspire you to take the wheel and change your organization – for the better.

1) Hire the Right People

Much like The Motley Fool’s investing strategy, we prefer to hire and hold onto employees for the long-term. Chief People Fool Lee Burbage explained, “When we are hiring for life, recruiting is the most important thing we do.” Our team strives to find the perfect candidate for every position because, in the end, the best hires will pay dividends. With every candidate, we consider whether or not they could potentially take our business to the next level. Throughout the hiring process, recruiter Jen Elliot focuses on applicants that are entrepreneurial, innovative, and unafraid to break the status quo. Burbage noted, “We want this to be the last job you ever have, and the long horizon makes things like job titles and hierarchy unimportant.”

No matter the job title, personality skill-tests are instrumental in maintaining employees’ happiness. If developed within your company, chances are high that employees will evolve and even develop their own job descriptions. Kara Chambers, VP of Talent Strategy at the Fool, notes that while cognitive diversity and collaboration is important in the workplace, communication issues can arise as a result. Assessments like Myers-Briggs and Kolbe allow managers to better acknowledge issues in advance and pair people in a more strategic way.

Les McKeown influenced us to evaluate new projects and teamwork organization with his Visionary-Operator-Processor triangle in mind. His quick assessment digs into the psychology behind how an employee handles their work. Because Fools feel more empowered and aware of their strengths, teams that struggled before are now thriving. Les has given us the ability to view a project’s life cycle by better understanding where we’re deploying resources.

2) Focus on Your Highest Performers

Burbage believes that while job fit is important, employee performance must be taken into consideration, too. Imagine that your workforce was a portfolio and you primarily invested in underperforming employees as stocks. Over the holding time, you’d progressively see a negative return on this investment. Though the real profit lies behind investing in high performing employees, many companies continue to foster their low performers.

Enter Steve Kerr, a member of The Motley Fool’s Board of Directors, who encouraged us to focus more energy on top-tier employees. Cultivating high performers to the level of Steve’s vision begins with measuring employees’ performance through feedback and one-on-one meetings. While asking for feedback isn’t mandatory here, it’s something that we care about and encourage. Guidance and constructive criticism only boosts motivation.

Steve once said that the highest performers are your future leaders. Do you want to leave your company in the hands of those that could fail?

3. “See the world through the eyes of your customer.” – Steve Kerr

A great employee is one who understands your business and, two years ago, we implemented Steve Kerr’s smart advice in a company-wide initiative to invest. Most Fools learned the investing basics, which started with how to open a brokerage account. Once the account was open, $1,000 was deposited into each and every one. Investing became a topic no longer segregated to our writers and analysts, but instead a dynamic, accessible discussion for everyone.

Sam Cicotello, who heads up Member Experience at the Fool, reflected on the benefits that this challenge left with our Member Services team. Expanding on the shared emotional experience, Sam explained “If a new member is ready to start in the stock market, we understand it’s not just as easy as pushing a button. Like members, the team feels on top of the world when trades are up, and angry or anxious when the market takes a negative turn.” It’s true that we’re a better company because Fools are smarter about the nature of our work.

4. Be Transparent

Kip Tindell, CEO of The Container Store and a true Fool himself, shared that one of his company’s foundation principles is “Communication is Leadership.” We’ve adopted the value as our own (thanks, Kip!) because we believe in the power of being a transparent organization – and we’ve seen the benefits first-hand. Our goal of having “totally informed Fools” is achieved by giving everyone in our company access to pretty much any information they want. Head Communications Fool Adrienne Perryman adds, “Building a culture of open communication between every facet of the company is a high priority of The Motley Fool — it builds trust, engagement, alignment, and ultimately, happy, productive Fools.”

This is not to say that communicating is easy. We’ve found that benefits of being upfront and transparent, especially when the news isn’t the best, far outweighs the damage that could occur if we didn’t share. With an open, honest, and timely explanation, employees are able to react more quickly and, even during the toughest times, collaborate for a solution.

Open communication is used in a number of ways to keep Fools up-to-speed in our fast-paced culture. Our monthly Huddles, which are attended by the entire company and streamed for our remote Fools, offers a full hour of 100% transparency. Do we talk in-depth about our numbers? Yep. How about strategy and what’s coming next? Check. Role changes? Sure do. Is there time for open Q&A? Obviously. In between monthly Huddles, we keep Fools informed via our intranet, which features weekly videos and a news feed, our weekly email, and sessions with leadership around specific topics.

We make communicating a priority because it matters. In fact, it makes us a better company. Does your organization do the same?

Developing a Foolish Path to Your Dream Career

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Now The Motley Fool’s Chief Communications Officer, Adrienne began her Foolish career 7 years ago as an Executive Assistant. Over her time at FoolHQ, Adrienne has also excelled as a project manager and publisher within our editorial business. She recently spoke on how she shaped her dream career to conference attendees in the executive support field. 

By Adrienne Perryman

“Don’t let him keep you down!”

I emphatically said this with hands on hips – head shake and all – in front of a crowd of 250. The comment, which surprised me as it exited my own mouth, was followed by “I think it’s about time for you to start looking for a new job!” The cheers of the crowd, which was mostly comprised of women in blazers and 1 inch pumps, signified overwhelming agreement.

This kind of support in a public forum would normally be pretty awesome. But it upset me.

Here’s Why:

It’s 2014 – having a boss that won’t let you advance in your career is so out of style, Mr. Executive. And women in support roles, you’re not helping yourself either.

My agitation grew when another woman approached me after my speech with the same issue. And then another. It wasn’t just the one woman in the crowd who felt compelled to speak up about her stubborn, selfish boss who was hesitant to let her take on extra projects for their own selfish reasons. There were many. And I found myself repeating similar advice that I uttered on stage.

“It’s time for you to move on.”

“Find someone who will appreciate your interests and encourage growth.”

I felt like I was giving relationship advice. But these were hard working, eager, smart, educated women – all women – who wanted to know how to convince their bosses that their development is important.

Thankfully, this concept of not being allowed to grow, develop, and eventually move into my dream role is foreign to me. I started as an Executive Assistant at The Motley Fool 7 years ago and, from day one, was encouraged by my boss and co-workers to try new things. To use my position as a launching pad into other areas of the business; learn the business and develop to my full potential; take classes in our internal university; and talk to Fools about my development and how I can progress.

This development approach is unfamiliar to many employees, which seems confusing to me. Similar types of career barriers are a reality for millions worldwide. Why don’t executives realize it’s for their own good that their assistants love working for them, rather than feel hindered by their management?

Attention, Bosses

If you’re a manager of someone…develop them. For goodness sake, don’t hold them back! Would you like that if you were in their position? Encourage it. Incentivize it. I’m confident that if your employee is proactively reaching for more, they’ll go to great lengths to make sure your calendar, project, or needs won’t suffer. You’ll survive. And you might actually have an employee who will work harder for you because they appreciate the opportunity you’ve given them.

Attention! You Own Your Career

If you are stuck under the sticky thumb of your boss, do something about it. Have an honest conversation with your boss about your concerns, and take a plan with you to that meeting to help show them you’re capable of doing more – and that nothing will suffer because of it. Own your career. Don’t wait for someone to wake up to the fact that their style is so outdated. Make the change happen. Be the change you want – or find a new job where your development is a priority.