Welcome to People Ink
from Ann Rhoades
PRES
(Person Responsible for Extraodinary Service)

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Recent People Ink Blog Entries
	Zappos Culture is their Brand Zappos is a great example of “Off the Wall Leadership.” There has been a lot of buzz recently about Zappos. In March 2009 Fast Company named Zappos number 20 in its top 50 most innovative companies. > Learn More JetBlue’s Success – A Corporate Culture Based on Values As a member of the JetBlue Airways board of directors, it was wonderful to see our team given well-deserved recognition by Fortune Magazine this week > Learn More

Corporate Culture Experts
At People Ink, we are passionate about our mission: to help organizations create unique cultures based on values and performance. Our values-based leadership model has evolved over twenty-five years based on our experience developing people-centric cultures for high performing companies such as Southwest Airlines, Doubletree Hotels, JetBlue Airways, and Loma Linda University Medical Center. Our Off-the-Wall Leadership model is the first to provide leaders with five essential principles for creating both a legendary and high performing culture. It starts with developing a Values Blueprint that leaders can use to implement a values-based culture.

Off-the-Wall Leadership: Principles for
Creating a Values-centric Culture
Are you consciously creating a corporate culture? A culture exists in your organization, is it the one you want? If not, it's time to examine your corporate culture and create a culture with intention. We believe the organizations most likely to prosper during both good and tough times are those anchored in their core values. Our practice is built on five principles for creating a values-centric culture. Find out how to assess your corporate culture.

Values are the heartbeat of the organization. The collective behaviors of the organization reflect the leader's values, like it or not. Has your organization defined its values? Have you established a systematic process for communicating and managing by values?




Are you hiring "A" players who mirror your corporate values? Are you making hiring decisions based on how people fit your corporate culture? If not, consider adopting a plan to incorporate "culture fit" into your hiring criteria.

It isn't enough to hire "A" players. You must continually exceed the expectations of your people and re-recruit them every day to achieve true employee engagement. Is your organization's total reward strategy based on employee listening? Have you designed total rewards to reinforce your corporate values?




Transparency is the difference between good and great customer service. It is possible to win customer loyalty while increasing sustainable bottom-line results. Do your leaders always make decisions based on what is "right" for the customer, above all other considerations?


The model for creating a values-centric culture is simple, but many leaders fail to execute these simple principles. It comes down to simple discipline - doing the right things well and consistently. Creating a sustainable discipline involves integrating values into the heartbeat of an organization. Are your employees engaged in understanding the business of your organization? Are the core values systematically incorporated into all operating processes of your organization?