Observe the World, but Trust your inner Vision.

The master observes the world but trusts his inner vision. He prefers what is within to what is without. ―?Lao-Tzu

"Stop talking about your brand; the customer experience is the star of the show,"?some are saying.

It was how customer-centric approaches were born: when businesses all over the world struggled to compete with each other to make their products and services benefit their customers, and even some businesses tried to define their core values to fit the needs of their customers. They called it "customer-centric culture."

However, I am not opposed to that belief, because companies today are developing new products but are unsure about how to sell them to their target market.

The customer journey is an ongoing experience that requires customer-centric thinking; and it does not end until a customer purchases a product.

To achieve customer satisfaction, it is necessary for business to pay attention to the desires of customers at various touchpoints along the customer journey.

But, remember that the purpose of this Newsletter is to provide readers with a new perspective, not to state common knowledge or the obvious.

Consider this: If you build your company culture based on external factors, then defining your personality based on what other people are saying about you is no different.

“Care about what other people think and you will always be their prisoner.” -Lao Tzu.

Since I am a fan of the "Don't Compete, Be Different" mindset in marketing and business, I strongly believe that focusing on building company culture around your people might be the best practice.

Here is how I prove it to you, I conducted a Talent Analytics research: Revealed Top 15 Nature Working Styles of Top Performers from an Infrastructure Construction Canadian Company. (I will conceal their brand until they want to publish it)

-> In attempt to prove that "Investing in your people to build company culture can have an undeniable effect on profitability."

This is by far the most simple research, start with:

WHY? (in attempt to find the reason behind the success of the company) -> Then, find out the ->

WHAT? (made the company succeed) ->

HOW? (each step to come with the final conclusion)

Step 1: Find the company's reported results for the third quarter of 2022 with >18% year-to-date revenue growth.

Case study number 1: The “Company” today reported results for the third quarter of 2022 with 19% year-to-date revenue growth and backlog of $6.3 billion as at September 30, 2022.

Step 2: Find the company that delivered both "WELL SAID" and "WELL DONE" in their company culture.

The logic of this talent analytics: Companies with strong cultures recognize that their greatest asset is their PEOPLE. They are aware that the success of their products and services is conditional on the efforts of their employees.

Step 3: Using public text and data based on their top performers in a specific role in the company -> the result of their top working styles and natural traits by NLP methodology.

As a result of their most common natural working traits and values matching >85% of their defined company culture, they were able to establish a benchmark for hiring the right people, which was the driving force behind their success.

Can you guess which of these 15 intrinsic working styles analyzed in this report comes from which role (for example, HR, Marketing, Finance, etc.) in the company?

If you're interested in learning the top 15 natural working styles of your top performers so that you can replicate those hires in the future. You can comment below.

I will provide you and your organization with complete reports that include even more information: the working styles with 64 nature values and intrinsic values, as well as motivations - with corresponding percentages to determine whether or not they are compatible with the company's culture.

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Learn more about Taoism in HR:

'Culture Fit' and 'Culture Add' are two sides of the Same Coin.

The Soft overcomes the Hard > Focus on People, not Technology.

Great Leaders Don't Lead, They Follow.