Not in a light touch way. The level of interdependency is so high is that you have to be a creative problem solver in order to be an effective leader. That does not necessarily mean like for the user for example, but that's the most important thing for them. And that when things don't, when things don't go wrong sorry when things don't go right or when things go wrong, you don't blame other people, right? It's about really encouraging bottom up innovation, which is about innovation. But without that process, we wouldn't have known. Especially because, you know when the, then the company is like 30 people all in the same room, even top down doesn't feel very top down, right? Kevin: But did you also know people who are totally fine with just like, hey, heads down. Right? Everyone, you know, media is writing about, look at all this amazing stuff. Because the whole point about having a sustainable long term business is having a critical mass of people who can lead. We've run out of time, but you know, we could go on for hours about. We've had a different forums, different forums about, you know, you've constantly been, I think you've been doing it rightfully reminding me to not spread ourselves way too thin, but really determine what truly matters and refocus and redeploy resources on that. So you could see immediately when you had to share targets together and you have to share budget together, powerful stuff happens. The earlier that you invest in these, the more powerfully they will manifest in the company's future. Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. Gojek has made 13 investments. Building shared valuesand living those valuesis the bedrock of good corporate culture. We all do our bit to make sure it's transparent and open to innovation. Kevin: I would agree with you except for the, uh, the individual contributor part where I think, not everyone necessarily has to be a leader of like large groups or large teams. Right? Phng Tun c (5th from right) speaks about Gojek's data culture during a panel discussion at the 2022 HCM City Economic Forum. Nadiem: And, and most of those things that we talk about or the media talks about are usually related to growth or capital raising or uh, you know, how many people you've hired. Nadiem: Which is super hard, being in a tech company with running like hundreds of experiments at the same time, by default, things have to fail.The majority of things have to fail. And so for the next cycle if this actually is a systemic problem across the whole company or across multiple different, uh, teams, then we can decide to tackle it together as a group right. Well, it's hard. Because they receive direct commands on what to achieve and sometimes how to achieve it. This is a good segue to the other theme. Right. The underlying cultural assumptions can both enable and constrain what an organization is able to do. Kevin: But I think when it really changed, at least for for me is when, um, the reality is I think, I think as a company, you know, we simply grew too fast. Corporate culture is often referred to as "the character of an organization," representing the collective behavior of people using common corporate vision, goals, shared values, attitudes, habits, working language, systems, and symbols. Kevin: Yeah. INTROUCTION Organizational culture means a common perception held by the organization's members. In all companies. This is one thing that I think all companies, including ourselves are consistently terrible at consistently. Like what's urgent, what is high leverage? Welcome to Gojek's Bangalore office! We just did. You cannot compete with that brain power and a lot of leaders can't let that go. Gojek | 832.890 pengikut di LinkedIn. Right. And it was, it wasn't like, oh, we have to grow this fast. How well and how quickly can I do it? And kind of see that in you check in like every year it's still the thing that they really want to nail that level of conviction of saying like, oh, we're going to be great at this. Understanding and interpreting organizational culture is important, as it affects organizational development, productivity, and learning at all levels. Innovation is the sacrifice really. Company Type For Profit. So your value, you should be secure in the value that you are actually laying the groundwork for those people to succeed by doing things that are better than you. Kevin: Yeah. The more that people below you come up with better ideas, the more you know you're on the right path. There's people who are not confident enough in their capabilities and yeah, sure, they would like to be told what to do. It was good. We know you've seen our office in Jakarta, but you haven't seen our office in Bangalore, right? Who says change needs to be hard? And the other is a probably not doing a great job and I'm probably disappointing people, I'm probably dropping balls. GET allows me to have initiative and be creative. I think that part is, I think, um, the next step of really kind of instituting these philosophies that generally sound good. My name is Nadiem Makarim, CEO and founder of GOJEK Southeast Asia's first Super App. But in the bigger scheme of things, it's not what truly matters to their end user. So that very act of just delaying. Right? Innovation Solve problems at scale. They decided like, okay, we're going to tackle this. GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . Nadiem: That's super interesting. GoFood becomes the world's most helpful and user-friendly app during the pandemic. Kevin: Right. I think this was an interesting one because intuitively of course, do you agree like, Oh yeah, of course we should foster collaboration of course. Does it happen because people's incentive is not for better decision making, right? PAPER GOJEK.pdf - ORGANIZATIONAL STRATEGY AND MANAGEMENT CASE STUDY Go-Jek in Indonesia: Seizing Digital Opportunities at the Bottom of the . A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. Hope you enjoy it. Making that extra effort to learn, listen and grow together. And I think it's easy to kind of get into that, uh, into that mode and yeah. Like what should they do and, and what would you give them credit for? Yeah. Right? Google. Sometimes this is dangerous, but you know what you're good at. And then we come to the third kind of strategic theme, which is be the best at what matters. Either way, it makes engagement and collaboration difficult, because nobody empathises with an ideal. Whether you're looking to get across town, or even earning on the road, choose Gojek - we're the city's latest ride-hailing app dedicated to making your commutes all that much better. WeWork Calle 26 # 92-32 in Bogota, Colombia. Cool. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. I don't know exactly why I'm doing all this stuff. And everyone will agree that it is the right thing to have teams collaborate. And that inherently blocks bottom up because it means that the people under this person can rise up because then they never get the credit that they deserve. Being given that freedom to even as an individual contributor to kind of figure it out and actually deliver something great, I think is definitely the kind of people that, you know, we try and have more and more of and we just kind of people that we want to appreciate because of, through this policy. Right? Some, some people we used to call it and management consultant and we used to call it KPIs. Um, because you Nadiem: it's so fuzzy sometimes. Should we go one by one and talk about it? Among Indonesias Top 10 Powerful Brands at Brand Asia awards. What makes a difference, though, is that each of us is willing to try. Nadiem: Same exact thing. Corporate culture reflects the values, beliefs, and attitudes that permeate a business. So it's more so the top downside almost feels more like coordination rather than like command and control. Ranks 17th among Fortunes Top 20 companies that changed the world. For a product designer, Gojek is a great place to be. That makes them feel more safe. So what I've realized is that the best bottom up leaders will never do that. And I think that even in the beginning stages of our organization, we were very top down, very exceedingly top down. And they adopted that policy around all of our markets. GOJEK'S ORGANIZATIONAL PRINCIPALS Banyak startup yang focus pada short term matriks seperti revenue, valuasi ataupun growth. We occupy 3 floors of a building in Bangalore's Diamond. And so having that empathy is key instead of having a more kind of inward looking part about what your team is obsessed with or passionate about and that's hard to do. All the time. An organization's core values describe how group members should treat one another, how employees can expect to be treated, and what central values everyone at the company shares. So for, you know, if you kind of went through that whole thing you know, that this is, this is your idea, this is your baby. Right? Nadiem: Thanks a lot Kev, until next time. How would you approach like, your kind of parenting style with respect to this, right. Move Accounting W. Move Sales A. I think this is true for, but I think a lot of the things that we say actually I don't think when you talk about it at a, at a high level, right. If you kind of look at the universe of companies. Telkomsel and Telkomsel are the most recent investors. Kevin: Yeah, I think so. Then we're able, even leaders become, gain far greater visibility and transparency into what's happening on the ground really. thegeneralist.substack.com. But the reason why we believe in them is because for the parts of the units of the organization that we did apply these principles. And, and there were some clear benefits to that. I can't, I can't tell you how many times. For me, its the people. And the what you know, is easy to validated are those, you know, those numbers, uh, those, uh, those media stories are easy to kind of, um, it's easy to see that, oh, that's kind of the, uh, the, the objective. And you're beat, you're there. Nadiem: A lot of people confuse that. Kevin: What artificial intelligence. Right. First, is actually coming up with problems instead of solutions. Google follows the corporate culture. Kevin: Yeah, yeah. And I think courage to believe that those unsexy, slower, more painful investments you put into your organizations will ultimately lead to far longer successful run, and in a much more sustainable way. We're all about that. That's right. Right. Well, what for you, it's when, you know, you're trying to, when you're trying to raise something, right? Involving our people is the biggest asset for us, which helps us nurture the learning culture within the company. Pay Off. Does it, you mean do people actually care? And that was the payoff in my mind. I think actually these two parts or these two themes actually almost go hand in hand in that sense. From my personal experience, a lot of companies talk about being people first, but most dont practice the mindset of what it takes to be truly people first. We didn't just say, you know, build bridges, break walls and then not back it up by anything. Yeah. So you need that forcing mechanism. Nadiem: yeah, when, when things are bad, you have to, yeah. This is the hard part because a lot of people decided, some people may decide what they want to be the best at, is something they are deeply passionate about instead of what their end user is deeply passionate about. Gojek launched its application in 2015 with . We all do our bit to make sure it's transparent and open to innovation. You can't just, you can't just throw it out there. Awards and recognitions Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. Like instead of going up, Oh Kevin, you've got this major issue with allocation in this one city, I need you to immediately pump up incentives right now by this percent so that we can hit a BCR of this percent. Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. The sacrifices I think are what's hard. Oh yeah. When they're trying to raise something to me, I would like to hear, you know, I would like to hear, um, credit given to others. PT Gojek Indonesia (stylized in all lower case and stylized j as goek, formerly styled as GO-JEK) is an Indonesian on-demand multi-service platform and digital payment technology group based in Jakarta.Gojek was first established in Indonesia in 2009 as a call center to connect consumers to courier delivery and two-wheeled ride-hailing services. GoFood rated #1 user-friendly app during the pandemic. There are a lot of myths out there that we want to dispell. But they rationalize how they're going to help achieve that metric as opposed to we set these very prescriptive targets and goals and then each then the, the groups take it on and then the sub-groups take it on. Their most recent investment was on May 12, 2021, when CEO PT. Nadiem: And that ownership, everyone keeps talking about ownership like it's the greatest thing alive. Uh, rather than thinking about, you know, building an enduring company or in doing business. It is an actual, you know, tradeoffs that you have to make and some of the trade offs you're asking about the trade offs, what's the risk of doing it, things like that. It's not a, it's not just a value like a core value. Google's mission is to organize the world's information and make it universally accessible and useful. Series A funding flows in. And that's a very powerful statement. Yeah. GoFood rated #1 user-friendly app during the pandemic. And then it's like a cascading process. You, you left. 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