Principles

The following is principles which are lived out within Dream Bot Studios. I want you to think for yourself–to decide 1) what you want, 2) what is true and 3) what to do about it. As CEO, I wish for you to do that in a clear-headed thoughtful way, so that you get what you want. If you can’t get do these things, you should reflect on why that is, because you probably discovered one of your greatest impediments to getting what you want out of life.

Growing is the secret to a fulfilled life & happiness.
In order to achieve happiness one must grow. In order to grow, one must reflect on themselves, by reflecting on oneself you will have to identify one’s strengths and weakness. In order to do this, one must accept and be comfortable with Truth.

Giving society what it wants is how to become wealthy (mentally, physically, and spiritually).
In order to become wealthy (mentally, physically, and spiritually), one must understand what society needs or wants, then SET GOALS, IDENTIFY PROBLEMS and don’t tolerate them, DIAGNOSE the root causes of the problems, DESIGN A PLAN for eliminating the problems, and finally DO what is set out in the plan.

Principles

Getting The Right Culture:

  1. Trust In Truth
    1. You have nothing to fear from truth
    2. Be extremely open
    3. Have integrity and demand it from others
      1. Never say anything to a person your wouldn’t say to them directly
      2. Don’t let “loyalty” stand in the way of truth and openness
    4. Be radically transparent
    5. Don’t tolerate dishonesty
  2. Appreciate Mistakes, But Know It’s Unacceptable Not To Identify, Analyze, & Learn From Them
    1. Innovative thinkers make mistakes
    2. Love mistakes! Don’t feel bad about them
    3. Observe the pattern of mistakes to see if they are product of weakness
    4. Don’t worry about looking good – worry about achieving goals
    5. When you experience pain, remember to reflect
  3. Constantly Get In Synch
    1. Talk about “what is true?” and “Does it make sense?”
    2. Be assertive and open-minded at the same time.
    3. Know when to stop debating and move on to agreeing about should be done
    4. Distinguish between 1) idle complaints and 2) complaints that are meant to lead to improvement
    5. Don’t treat all opinions as equally valuable
    6. Do not confuse your right to complain, give advice, and debate with the right to make decisions
    7. Understand that getting in synch is a two-way responsibility
    8. Escalate if you can’t get in synch

Our People:

  1. Recognize Most Important Decisions Are Who You Choose As Your Responsible Party
    1. Remember that almost everything comes from having great people.
    2. Match the person to the design
      1. Find people who share your values
      2. Look for people who are willing to look at themselves objectively and have character
      3. Conceptual thinking and common sense are required in order to assign someone the responsibility to achieving goals
      4. Most important responsible parties are those who are most responsible for the goals, outcomes, and machines (they are those higher in the pyramid)
  2. Recognize That People Are Built Very Differently
    1. Think about their very different values, abilities, and skills.
  3. Build Your Team Carefully
    1. When considering a new team member, place the most importance on values (deep-seated beliefs that motivate behaviors)
    2. After values, place secondary importance on abilities (ways of thinking and behaving)
    3. Finally skills (learned tools)
    4. Look for candidates that doesn’t want the job, but wants to be part of the company
    5. Hire people you want to share your life with… not just to fit the first job they do at Dream Bot Studios
  4. Run Your Team Like a Machine
    1. Understand the difference between managing, micro managing, & not managing.
      1. Managing people who report to you should feel like “skiing together”
      2. An excellent skier is probably going to be more critical and a better critic of another skier than a novice skier.
      3. Managing means:
        1. Understanding how well your people and designs are operating to achieve your goals
        2. Constantly improving them
        3. To be successful you need to manage
        4. And to manage effectively, everyone needs to know what the teams long-term goals are and what individual employees tasks are.
  5. Be Direct & Honest with Employees and Ask Them To Do The Same
    1. In order to increase success, our company must seek out problems and find systematic ways of eliminating them.
    2. Don’t just pick your battles, but fight them all, with the sense to never let even a small problem float without being addressed.
  6. Be Accurate Instead of Kind with Evaluations
    1. Don’t assume criticism will harm employees
    2. Discuss performance objectively, and do so in a way that results in a plan for improvement.
    3. Do not wait for periodic evaluation… Do constant, no-exception feedback evaluations.
  7. Guide Employees Evolution
    1. If your telling an employee exactly what they need to do to complete a task, your either micro-managing or employee is inept.
    2. Give employees thoughts on how they might approach decisions or how and why you would operate in their shoes, but don’t dictate to them.
    3. Basically one guiding employees would be constantly getting in synch about how they are doing things & exploring why.
  8. If Someone Isn’t Working In A Role, Take Them Out of It
    1. People who repeatedly operate in a certain way, probably will continue to operate that way because that behavior reflects what they’re like.
    2. Thus… if someone isn’t clicking in their role, your doing neither a favor by manipulating the role around their tendencies.
    3. Consider whether they’d be a better fit elsewhere in the company, if not… it’s best to fire them.
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