Greatness is a decision. It must be chosen. And making that choice is a defining moment.
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Our Strategic Goals & Organizational Objectives
Axelerant’s Axelerant's future growth and sustainability are guided by aspirational goals which cascade through the organization as actionable objectives tracked in Leapsome.
Empowered team members.
FY25 Axelerant's team member retention amongst top peers.
Intent: Ensure ready capability and capacity for customer projects by demonstrating people care.
Partner of record.
FY24 Axelerant is recognized as a top industry partner.
Intent: Axelerant is acknowledged as a preferred partner of record in media and testimonials.
Warning: Pursuing a partner of record requires focusing on specific customer types of particular industries to demonstrate intense competence. And though we might be able to serve many verticals, tightening our focus to a few before broadening to the next set forces us to make playbooks repeatable.
Healthy profits.
FY26 Axelerant has a 1-year financial operating runway.
Intent: Axelerant has the cash assets to support operations outside the deal pipeline for two years.
Positively impact the world.
FY24 Axelerant is publicly acknowledged and respected for its knowledge contributions.
Intent: Axelerant is acknowledged as an influencer in media and testimonials.
Our Values
Values define a person’s principles or standards of behavior that shape our mindsets and determine our actions. For each of Axelerant’s values, we We share our intent and context for Axelerant’s values to help us better understand our unwavering expectations for every team member, regardless of their role.
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When we value enthusiasm, we avoid lethargy, status quo, wilful inaction, sabotaging another’s action, and similar behaviors that demonstrate demonstrating apathy or dullness. Further, enthusiasm means we value learning over being comfortable, action over detailed planning, quick decision-making over dwelling on details, and failing fast over getting everything right.
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Actively find new things to know and share those with peers.
Brainstorming ideas and leaning towards action in a team or a peer group.
Consider our actions in the context of ourselves, our team, and Axelerant’s business.
Often recognize the efforts of team members as it influences our culture with positivity and motivation.
Participating in team or group activities.
https://axelerant.atlassian.net/wiki/spaces/AH/pages/3979313423.
https://axelerant.atlassian.net/wiki/spaces/AH/pages/3979378797.
Speaking up proactively regarding tasks at hand.
Thinking widely of the business aspects of a task and not just the technical aspects.
Trying new things in the spirit of learning.
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Examples of Kind Behaviors
Act as owners of what you do for your role and beyond.
Calmly giving meaningful and respectfully receiving timely feedback.Collaborating on tasks
https://axelerant.atlassian.net/wiki/spaces/AH/pages/3979378783.
Introspecting and understanding the human aspects of a situation.
Mentoring people–improving capabilities.
https://axelerant.atlassian.Providing meaningful and timely net/wiki/spaces/AH/pages/3979149587.
Respectfully receiving feedback.
Sponsoring people–as people–as is investing in high-performing team members, those who own their work, or show leadership capabilities.
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Being Accountable for doing what you say you will do and communicating openly about why you could not keep that promise.
Documenting the context of a decision and the reasons behind it.Having clear and consistent communication
https://axelerant.atlassian.net/wiki/spaces/AH/pages/3979378767.
Making documents reasonably accessible to relevant audiences.
Posting timely status updates.
Providing clarity and reasoning behind decisions.Providing fair and honest and complete feedback.
Providing the context required to do a task well.
Responsibly planned and booked leaves in advance.
Sharing ways to make Axelerant better.
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We work together in many ways, and each manner has its expectations of desired behavior shared below.
Decision Making
How we look to make We intend for timely, good-enough decisions at Axelerant.
Act in Axelerant’s best interest per https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Being+Axelerant#Our-Values-and-Principles intent and context.
Always use good judgment to create contextually relevant outcomes than blindly following guidelinesversus blind policies.
Avoid decisions https://www.youtube.com/watch?v=A-SbRExnMLc&t=1s.
Lean towards fair, equitable, and just decisions.
Pick a good enough decision now over a future-perfect one.
Treat Axelerant, its people, and its resources preciously.
We are not a democratic or consensus-driven company; the person closest to a must-decide situation owns it by listening to good-enough feedback and then making a choice.
We respect disagreements and differences, yet we all commit to the given decision.
When relevant, use the #disc- Conversation Creator to help collect feedback.
Diversity, Equity, and Inclusivity
How we are becoming a globally aware team.
Respect, appreciate, understand, and support every aspect of diversity.
Welcome people with differences, regardless of nationality, ethnicity, gender, sexual orientation, age, physical abilities, family status, religious beliefs, perspectives, experiences, or other ideologies.
More at Diversity, Equity, and Inclusion.
Enjoyable Customer Experiences
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Enjoyable Customer (External & Internal) Experiences
We look to consistently provide great experiences that matter to our clients consistently.
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and peers.
Be desired-outcome focused
Be easy to work with
Deliver quality and service reliably
Mutually improve profitability
Ensure long-term relationships
Be desired-outcome focused
Be easy to work withKeep our promises
Mutually improve profitability
Practice fair negotiation and agreements
Feedback
How we We ask for, give, and receive feedback.
Feedback is an act of kindness.
Constructively debate and disagree.
Focus on improvement. When you meet people, always ask what they think we can improve.
Influence comes from is a value-addedadd, not a title.
It is encouraged to disagree and have constructive debates, but please argue intelligently.
We give feedback, lots of it. Don’t hold back on suggestions for improvements.Make suggestions for improvements.
Seek and give lots of feedback.
We value truth-seeking over cohesion.
More at Feedback, Asking for, Feedback, Giving, and Feedback, Receiving.
Freelancing
We’re open to your freelancing, given that such work never conflicts other work that does not conflict with Axelerant’s best interests.
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Coordination will occur through collaboration, not centralization
Organizational boundaries will be porous
Strategy-making will be a dynamic, company-wide conversation
Strive to make the organization simpler.
Structure emerges where it creates value and disappears everywhere else.
We will achieve control through transparency and peer feedback
We work asynchronously by writing relevant things down as they happen.
Meetings
How we get Get together respectfully.
Align meetings by purpose and share notes before the meeting.Do your
best to support asynchronous actions due to timezone and work timing differencesBe on time to demonstrate your respect for the people attending.
Casually enjoy the first minutes before getting focused.
Default to asynchronous conversations to avoid timezone and work timing conflicts.
Don’t wait for others to show or repeat things for latecomers.
Leave the meeting when it’s no longer relevant to you.
Only invite the relevant people to meetings.
Respect people’s time by being on time and starting and ending meetings as scheduled. Plus, not waiting for others to show or repeating things for latecomers.
Use video to share your expressions unless you are uncomfortable or distracted.
Video is not required.
When ending a meeting, summarize the salient points and calls to action.
Work towards unblocking decisions or systems without needing a meeting.
You can enjoy the first minutes of a meeting by sharing what is happening outside of work.
Ownership
Act as owners of what we do in our role and beyond.
Be the CEO of yourself and your role by taking responsibility for setting goals and appropriate timelines.
Collaboration is imperative to ensure that systems work together
Communicate clearly with your team and people leader on the status of your goals. Act quickly to address areas that pose a challenge or reassess goals that are not as reachable as shared.
Contributions will matter more than credentials.
Every idea will compete on an equal footing.
Everyone will think like a business owner and be accountable for their actions.
Individuals will compete to make a difference, not to climb a pyramid
Leaders are those who inspire others
asynchronously.
Welcoming–Diversity, Equity, and Inclusivity
Be a globally aware team.
Respect, appreciate, understand, and support every aspect of diversity.
Welcome people with differences, regardless of nationality, ethnicity, gender, sexual orientation, age, physical abilities, family status, religious beliefs, perspectives, experiences, or other ideologies.
More at Diversity, Equity, and Inclusion.
Unacceptable Behavior
Axelerant team members act per https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Being+Axelerant#Our-Values-and-Principles, and when not, Exceptional Situations are the consequence. Axelerant has zero tolerance for breaches of our values and , professional ethics, Safe Space violations, and these non-inclusive behavior examples.
Discrimination: demeaning, intimidating, racist, sexist, or threatening behaviors
Disrespect: treating others in a disrespectful or discourteous mannerdiscourteous or disrespectful treatment, using abusive or offensive language
Harassment: bullying, sexual, or any other form of harassment
Incompetence: failure to meet job performance standards, severe misuse of judgment
Insobriety: reporting for work under the influence of alcohol, drugs
Insubordination: refusal to follow work instructions, role-related activities
Negligence: failing to report to work at assigned times, misusing company time, and delaying projects
Please report Report violations as soon as feasible.
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Resistance to new learning.
Resisting novel other-than-your-own techniques to solve problems.
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Withholding feedback from the team or Axelerant.
Working alone on as a team of one.
Anti-Open Behaviors
Withholding relevant feedback from peers and Axelerant.
Exclusively communicating using private channels.
Not paying attention to documentation or not prioritizing it.
Withholding relevant feedback from peers and Axelerant.
References
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