Ever wondered how the ancient samurai code 'bushido' can teach modern companies about actionable virtues? Curious about how the journey of Shaka Senghor from prison gang leader to respected author demonstrates the transformative power of culture? Want to know how the stories of Don Thompson, the African-American CEO of McDonald’s, and Maggie Wilderotter, the CEO of Frontier Communications, highlight the power of inclusive leadership in driving companies to new heights? Dive in to explore these fascinating stories and insights on culture, leadership and inclusivity.

What You Do Is Who You Are: How to Create Your Business Culture

After selling his company Opsware to Hewlett-Packard in 2007, Ben Horowitz found himself with nothing to do. Trained to think contrarian, he pondered over ideas everyone believed. 

One persistent belief was that slavery was so horrific it’s unimaginable it existed at such a scale. But what if it’s more shocking that slavery ever ended? This led him to the Haitian Revolution and its remarkable leader, Toussaint Louverture.

Louverture was born a slave in 1743 on a sugar plantation in Saint-Domingue, now Haiti. Despite the brutal conditions, he became known for his intellect and physical prowess. He educated himself by reading his master’s library, including works on politics and economics. His leadership skills earned him freedom, an unusual status for black men at the time.

The French Revolution of 1789 ignited insurrection in Saint-Domingue. Louverture, initially cautious, eventually led a formidable slave army, employing strategic brilliance to defeat European superpowers like Spain, Britain, and France. His army, unique in mixing African guerrilla tactics and European military strategies, became legendary.

Louverture transformed the dehumanizing slave culture, instilling trust, discipline, and ethical conduct. He made counterintuitive decisions, such as sparing plantation owners to maintain economic stability, which underscored his priority on long-term prosperity over revenge.

Despite his success, Louverture’s story ends tragically. Napoleon, threatened by Louverture’s independence, had him arrested and sent to a French prison, where he died in 1803. However, Louverture’s legacy endured. His army continued the fight, leading to Haiti’s independence and influencing movements across the Caribbean and the United States.

Louverture’s genius lay in his ability to reprogram a broken culture into one respected worldwide. His story, though marked by personal tragedy, shifted the Western world from slavery to freedom, a testament to the enduring power of visionary leadership and cultural transformation.

Could Toussaint Louverture's Revolutionary Genius Be the Most Overlooked Chapter in History?

Toussaint Louverture, a former slave turned revolutionary leader, applied techniques akin to modern business strategies, emphasizing culture and leadership. 

When Steve Jobs returned to Apple in 1997, he revitalized the company by focusing on its core strengths—integrating hardware and software—and rejecting the industry’s push for horizontal expansion. Jobs preserved Apple’s unique culture, much like Louverture, who retained the strengths of slave culture in his army.

Creating memorable and shocking rules can set a long-lasting company culture. Tom Coughlin’s “Coughlin Time” rule with the New York Giants, which demanded punctuality, instilled discipline, leading to success on the field. Similarly, VMware’s Diane Greene encouraged partnerships by advocating for a 49/51 split, prioritizing the partner’s benefit to foster mutual success.

Amazon and Facebook used unconventional rules to shape their cultures. Amazon banned PowerPoint presentations, fostering detailed thinking, while Facebook’s “Move fast and break things” mantra encouraged innovation, though it evolved as priorities shifted.

Transformation often requires shocking changes. Marissa Mayer’s ban on remote work at Yahoo! aimed to boost productivity, while Mary Barra’s simplification of GM’s dress code empowered managers. Reed Hastings at Netflix demonstrated priorities by focusing on streaming over DVD, setting the course for future success.

Ethical clarity is crucial. Uber’s competitive culture, designed by Travis Kalanick, led to ethical oversights despite its success, highlighting the need for explicit ethical guidelines. Louverture’s leadership emphasized ethics, explaining the importance of liberty and responsibility, akin to precise cultural values needed in modern businesses.

Leadership requires walking the talk; actions speak louder than words. Hillary Clinton’s email controversy illustrated how actions can overshadow intentions. Cultural integrity, as demonstrated by Louverture and successful leaders, hinges on aligning actions with values, ensuring ethical and strategic alignment for long-term success.

Revolutionary Leadership: From Louverture to Jobs

The samurai, Japan's ancient warrior class, followed a code called "bushido" which shaped their society for nearly seven hundred years. This code mixed principles from Shintoism, Buddhism, and Confucianism, focusing on virtues like justice, courage, honor, and sincerity. 

The samurai believed that values were hollow unless they were lived out as virtues through actions. Their meticulous approach to life, including daily grooming and readiness for death, ensured their culture's endurance.

The importance of death in bushido fostered a culture of meticulous care and loyalty. Samurai were instructed to meditate on mortality, which heightened their commitment to their duties and the quality of their work. A famous samurai text, Hagakure, emphasized that true courage is revealed in crisis, and preparedness for death was a daily practice.

Modern companies can learn from bushido by building cultures around actionable virtues rather than abstract values. For example, Andreessen Horowitz, a venture capital firm, instilled respect for entrepreneurs by enforcing punctuality through fines and ensuring honest feedback, creating a culture of respect and truth.

In another powerful narrative, Shaka Senghor's journey from a prison gang leader to a respected author and leader highlights the transformative power of culture. Growing up in Detroit, Senghor was incarcerated for murder and rose within the prison's gang hierarchy. Influenced by literature and introspection, he reformed his gang's culture, emphasizing education, loyalty, and moral integrity.

Senghor's leadership changed lives, demonstrating that a toxic culture can be reformed through consistent, principled actions. His story illustrates that who you are is defined by what you do and the culture you foster around you.

Can Modern Leaders Learn from the Samurai's Code of Bushido and Shaka Senghor's Transformative Journey?

Culture is the lifeblood of any organization, shaped by decisions that people make daily. Leaders face the challenge of instilling a culture that thrives even in their absence. Shaka Senghor's experience illustrates that leaders must look beyond their own perspective to truly understand their organization's culture. They should focus on what behaviors are rewarded or discouraged and how new employees perceive the culture from their first day.

A culture's real nature is often revealed through new employees rather than managers' curated feedback. Leaders are encouraged to engage with newcomers, asking them candidly about their observations and what could be improved. First impressions are crucial in shaping one's perception of an organization, and a well-structured orientation can set the tone for the desired culture.

Historical figures like Genghis Khan offer lessons in cultural innovation. Despite his notorious military campaigns, Genghis Khan's success lay in his radical inclusiveness, meritocracy, and loyalty, integrating diverse peoples into a cohesive empire. He selected leaders based on ability rather than lineage and incorporated best practices from conquered societies to strengthen his realm.

Just as Genghis Khan transformed his environment through cultural adaptation, modern leaders must evolve personally to foster the desired culture in their organizations. This means aligning actions with stated values and ensuring the consistent application of principles. Culture, once absorbed, extends beyond the workplace and influences broader behavior, emphasizing the importance of genuine cultural alignment.

In sum, culture is a powerful, strategic force that requires deliberate shaping and constant reinforcement. By engaging directly with employees, embracing inclusivity, and leading by example, leaders can create a resilient and thriving organizational culture.

Leadership Lessons from Genghis Khan: Shaping Organizational Culture with Shaka Senghor's Insights

Inclusion has been a powerful tool throughout history, from Genghis Khan’s time to the modern corporate world. Genghis Khan’s egalitarian approach and strategic use of diverse talents made him a master of inclusion. 

In today’s world, the story of Don Thompson, the African-American CEO of McDonald’s, exemplifies the power of inclusion. Raised in the Cabrini-Green housing project, Thompson’s success story illustrates how embracing inclusion from the bottom up can lead to remarkable achievements. He focused on seeing people for who they are, fostering genuine relationships, and creating opportunities for everyone, regardless of their background.

Thompson’s approach to inclusion at McDonald’s involved creating networks for various groups, including a unique Inclusion Network for white men, which emphasized true diversity. This inclusive culture allowed people to feel valued and heard, leading to collaborative and long-lasting business relationships.

Similarly, Maggie Wilderotter, the CEO of Frontier Communications, transformed the company by breaking down the caste system between white-collar and blue-collar workers. She focused on listening to employees, dismantling hierarchies, and ensuring that everyone felt part of the same team. Her actions, such as firing the corporate jet’s pilots and giving employees their first raise in years, reinforced her message of unity and shared goals.

Both Thompson and Wilderotter’s stories highlight the importance of seeing people for who they are and leveraging their unique talents to create a cohesive and successful organization. Their inclusive leadership styles not only improved employee morale but also drove their companies to new heights.

To master inclusion, leaders must be deeply involved in the strategy and implementation, focus on talent rather than just diversity quotas, and ensure that everyone feels truly equal. By doing so, they create a loyal and motivated workforce that drives the company’s success.

In short, the key to effective inclusion lies in recognizing and valuing individual talents, fostering genuine relationships, and creating opportunities for all. By embracing these principles, leaders can build a strong, inclusive culture that propels their organizations forward.

Can Genghis Khan, Don Thompson, and Maggie Wilderotter Teach Us the True Power of Inclusion?

To understand how culture functions, we need to explore its boundaries where things often go awry. Take, for instance, the tale of Research In Motion (RIM), the creators of the BlackBerry. Their intense focus on customer needs led them to overlook Apple's iPhone, a mistake that cost them dearly. This story highlights the danger of cultural rigidity and the need for flexibility.

Similarly, Andreessen Horowitz faced a cultural challenge with their "no internal promotion" rule. This rule, initially designed to attract top talent, eventually became a hindrance. The firm realized this when they almost lost Connie Chan, a promising employee who was ready to leave due to the lack of promotion opportunities. By adjusting their principles, they retained her, proving that cultural evolution is essential.

Culture can also clash with governance, as seen in Fred's dilemma. Fred promised an exec more equity without board consultation. When the board refused to honor this, it threatened trust within the company. This scenario underscores the importance of aligning board culture with company principles.

Recognizing cultural problems isn't always straightforward. Signs like losing the wrong employees or failing priorities suggest deeper issues. For example, when customer satisfaction plummets despite efforts, it might indicate a cultural misalignment rather than a mere operational flaw.

To correct such issues, sometimes drastic measures are necessary. Sun Tzu's object lesson, where he executed two concubines to instill discipline, exemplifies how powerful actions can reset culture. While extreme, it illustrates the need for decisive actions to reinforce cultural values.

When dealing with challenging employees, it's crucial to address their impact on culture. Prophets of Rage, while productive, can disrupt harmony. Managing them requires focusing on their behavior's effects rather than the behavior itself, allowing their strengths to shine without cultural erosion.

Decision-making styles also shape culture. The balance between speed and accuracy, empowerment versus control, and how decisions are communicated can strengthen or undermine cultural values. The transition between peacetime and wartime leadership further influences cultural dynamics, as seen in different organizational contexts like Google and Apple.

In essence, culture isn't static. It requires continuous adaptation and alignment with organizational goals and values. By understanding when and how to adjust cultural principles, leaders can ensure their company remains resilient and cohesive.

Lessons from BlackBerry and Andreessen Horowitz: Navigating Cultural Pitfalls

By examining historical figures like Toussaint Louverture, who transformed slave culture into a respected force, and modern examples like Steve Jobs and Marissa Mayer, it’s clear that visionary leadership and strategic cultural shifts can drive remarkable outcomes. Effective leaders often make bold, sometimes shocking changes to instill discipline and prioritize long-term goals over short-term gains.

Moreover, ethical clarity and consistent actions are crucial for sustaining a positive culture. The samurai's bushido code exemplifies how living out virtues through actions can ensure cultural endurance. Engaging with new employees and understanding their perspectives can reveal the true nature of an organization's culture, guiding necessary adjustments.

Inclusivity is another powerful element, as demonstrated by Genghis Khan’s meritocratic approach and leaders like Don Thompson and Maggie Wilderotter, who broke down barriers and fostered genuine relationships. Recognizing and valuing individual talents can create a loyal, motivated workforce that propels a company forward.

Finally, flexibility in cultural principles is essential. Cultural rigidity can lead to missed opportunities, as seen with RIM's oversight of the iPhone. Adjusting principles, like Andreessen Horowitz did, can retain valuable talent and adapt to changing needs. Addressing cultural misalignments and making decisive actions when necessary ensures the organization's resilience and cohesion. In essence, culture is a dynamic, strategic force that requires deliberate shaping and reinforcement by leaders.

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What You Do Is Who You Are: How to Create Your Business Culture

Ben Horowitz

7 Key ideas

14 MINS

4.6 (799)

Ever wondered how the ancient samurai code 'bushido' can teach modern companies about actionable virtues?

Curious about how the journey of Shaka Senghor from prison gang leader to respected author demonstrates the transformative power of culture?

Want to know how the stories of Don Thompson, the African-American CEO of McDonald’s, and Maggie Wilderotter, the CEO of Frontier Communications, highlight the power of inclusive leadership in driving companies to new heights?

Dive in to explore these fascinating stories and insights on culture, leadership and inclusivity.

Key Ideas

#1