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Brainstorming Culture Force 2.0: Focused & Impactful Approaches
Purpose of This Document
This document outlines potential ways Culture Force 2.0 could evolve to better align with Yahoo’s mission, values, and business priorities. Since I don’t have full internal visibility, these are exploratory ideas meant to spark discussion, not a fixed plan. Each option represents a different approach that can be refined based on leadership input, employee feedback, and Yahoo’s evolving needs.
📌 This document is focused on possible solutions rather than defining gaps, which are covered in the (linked).
🔹 Three Possible Approaches to Explore
Each of these options is designed to be phased in gradually, starting with what feels most relevant based on leadership and employee feedback. Rather than launching multiple large-scale initiatives, based on my conversations, online research, and some assumptions being made for the purpose of this exercise, the most immediate priority should be strengthening connection and improving collaboration. Based on Yahoo’s needs, three potential approaches stand out:
1️⃣ The Culture Ambassadors Program
A structured way to formalize and strengthen the existing Culture Force group, providing clearer guidance, resources, and ways to track success.
📌 How It Works:
🎯 Why This Works: Builds on what already exists, giving it more structure and purpose while remaining lightweight and engaging. Ambassadors can also help promote inclusion and equity by ensuring all employees feel welcomed and represented in culture initiatives.
📊 How to Measure It: Number of active members, engagement in initiatives, and feedback from employees on culture efforts.
2️⃣ The Culture Navigators Program
Culture Force members help employees navigate change and re-orgs, fostering connection and adaptability.
📌 How It Works:
🎯 Why This Works: Creates a peer-driven support system, strengthens team relationships, and reduces manager burden during transitions.
📊 How to Measure It: Participation in Meet & Connect sessions, employee feedback on re-org transitions, and time-to-productivity metrics.
3️⃣ The Yahoo Innovation & Connection Hub
Culture Force focuses on breaking down silos and improving collaboration across Yahoo.
📌 How It Works:
🎯 Why This Works: Helps Yahoo teams work smarter, not just harder. Encourages diverse voices in problem-solving and collaboration.
📊 How to Measure It: Number of Culture Sprints, cross-functional projects initiated, and survey feedback on collaboration.
📌 Next Steps: A Phased Approach
Culture Force has the potential to be high-impact without being overwhelming. Here’s how to move forward thoughtfully:
1️⃣ Explore Possibilities – These are potential ways Culture Force could take shape, but determining the right path will depend on deeper root cause analysis and leadership input.
2️⃣ Validate & Adjust – Gather insights on what employees and leadership see as Culture Force’s role before considering next steps.
By taking an iterative approach, Culture Force can evolve step by step, staying relevant, focused, and impactful.
What “Good” Looks Like
To determine if Culture Force should be evolved, scaled, or sunsetted, we’ll track:
🔹 This document is meant to provide ideas, not a set plan. I look forward to hearing what resonates and what direction makes the most sense for Yahoo. I look forward to hearing what resonates and where adjustments are needed to make Culture Force a meaningful, sustainable initiative. Thank you for your time, and I look forward to the conversation!
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