company culture

How do you architect culture at scale?

Angus Dorney and Allan Waddell tackle the question of how you build culture and then scale it. Watch the video or read the transcript below.

Great teams on the horizon….

Great teams on the horizon….


Angus: Whew! (laughs)

Allan: You got this.

Angus: Yeah, I got this. Well, I think architecting culture at scale is, I think, important's things to do if you're going to architect culture at scale. First of all, you have to define an organization stands for really and I think that the values are in an organization's DNA are set extremely early on in the life, the lifecycle of that organization. It's something that you can't change as the organization grows up. And so, I believe, that in order to scale culture in an organization, you have to be very clear in what your values are early, those values have to different, they can't just be innovation on a tea and trust like every other single business in the world. They have to different. They have to meaningful. They have to be something that, ah, g-, is going to motivate your employees and engage them as they grow and, if you set the blueprints early, then that can be a guiding light for scaling locally and internationally.

Allan: Completely agree. One of the key things a scale is, you need to be attractive the developmental, the capability market as opposed .. and that needs to marry into, I mean, y-, your internal values might not necessarily be the same as what you present your clients, um, but they need to be, they need to be, but they need to be alive, if that makes sense. And so, when you talk about cultural scale, attracting great people is one of the benefits, well, of having great culture and then also attracting great clients.

Angus: Yeah, uh, I think that a lot of organizations will say, "Here's our values", and print out a poster and stick in on the wall,

Allan: Hmm (affirmative).

Angus: and that's completely ineffective so it's actually about defining what it is that you stand that for and the behaviors that, how you stand for as an organization but it's about reinforcing those things with, um, the way that you act, the things that you do so you have to build customs and forums and reinforcing mechanisms around those values themselves. And, you know, whether that's with the group meetings that you facilitate, definitely the way that the leadership team acts, the types of behavior that's acceptable and [inaudible 00:02:46] on a daily basis in the organization, the recognition, the awards that you give out, all of these things serve to reinforce those set of values rather than just sticking a, a poster up on the wall and hoping that that's going to influence the way people behave.

Allan: Absolutely, I think it's, culture is not just about what leadership decides-

Angus: Yeah.

Allan: It’s, you know, your team has to embody that culture and that's the only way, w-, client, if, you know, if clients have your team on site you can't, (laughs) deploy, ready, win and go. Remember that we're humble. Like it doesn't work that way. But the leaders on the ground have to really believe that and be cultural leaders for their team,

Allan: .. just recently we had a, one of our old hands back at the office, he, and, um, one of our team was talking about the experience they were having on site and how that related so much back to the values that we have, how it related back to the integrity and the humility, and I stopped what they were doing for a moment and believed it was their chance to really operate in that mode? And, I think that's like a watershed moment for us, when we go, "This is, you know, we think we're going the right thing.". I don't think there is necessarily a direct path to building a culture scale, it's a journey, and you have to adapt and you have be on, everyone has to be on the bus together, .. but that was a really good indicator that we're on to something.


Build Culture Around X-Factor Humans

Allan talks about the secret to building culture and business around X-Factor Humans. Watch below or read the full transcript.

There's something about how an x-factor human relates to a client as well as what they can do technically speaking so, over the years, we've crossed very few in the market globally actually have that gravitas that enables them to engage a client in a way that gets them really material outcomes, and when they have that x-factor technical capability, the outcomes they can drive are amazing. I think that's what we like to build up [is it surrounds us 00:04:46] having those really specialised great engineers that have that gravitas 'cause there's a perpetual business model in, you know, growing that culture behind team members like that and then also extending out their horizons and their sphere of influence into the enterprise space.

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Architecting Culture at Scale

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Last week, we proudly welcomed Angus Dorney to the Kablamo family.  In his blog post, Angus did an awesome job expressing the significance of his joining, and the much-needed step-change that Kablamo brings to enterprise. We're on the precipice of something new, something great, it's a very exciting time for us.

But thanks to his inherent humility, Angus did a pretty darn average job of expressing one of the more outstanding gifts he brings to us.  Please allow me to explain. 

Angus is known industry-wide for his effectiveness as a tech leader, but what truly distinguishes him in my opinion is his ability to maintain culture at scale.  Angus knows how to grow a business, just Google his name to see a shopping list of distinguished achievements. But he also knows a much more profound thing, how to grow a great culture that matches business growth.  

"Company Culture” these days is 101 level HR marketing fodder, an afterthought. The ideal of company culture is too often tossed around as a concept that sounds great but doesn’t necessarily mean much. 

Kablamo is built around our humans.  We didn’t buy them.  We gravitated together because we share a single vision, we have a single purpose: Deliver cloud software in a way that absolutely knocks the socks off our loyal enterprise customers.  We don’t have dispensable people any more than we have dispensable ethics or values.  Our humans are exceptionally bright and deliver outcomes with unwavering humility. We don’t need or want undeserved monikers like “we’re the best”, “the biggest”, “the fastest”, “the most cloudiest/devopsiest/secopsiest” — we just get on with it. Our team builds really valuable software, we solve problems.  We work really hard, but we maintain balance —and we don’t just say it, we do it. And we enjoy it. 

Our new Co-CEO embodies the ideal of servant leadership. Angus is the safe pair of hands to grow something culturally unique like Kablamo into something much bigger. What’s so critical here is that scaling the Kablamo culture will mean huge benefits for organisations looking for a trusted accountable partner to drive truly valuable enterprise solutions at scale. (Just for fun , try saying that 5 x with a mouth full of marbles)

So, welcome, Angus.  Kablamo’s culture is on the launch pad for the next stage of our journey and the mission is clear.

— Allan Waddell, Co-CEO (Proudly) and Founder Kablamo