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Bristlecone’s RISE philosophy underlines building a distinctive culture in a hybrid environment by prioritizing equality, future readiness, and value creation. It champions a culture of listening and inclusivity, aiming to adapt to the changing dynamics of workplace engagement. This approach seeks to align employee aspirations with organizational goals, creating a more engaging and loved workplace in the process.
Ladies and gentlemen, thanks for tuning in to a brand new episode of The Leader Show with Lou Carter. We are joined by Nirav Patel, president and CEO of Bristlecone, a leading provider of AI-powered application transformation services for the digital supply chain.
Under Nirav’s guidance, Bristlecone has experienced a significant phase of expansion, driven by his effective leadership in fostering a positive organizational culture and spearheading transformative initiatives.
Now, without any further delay, let’s find out what makes Bristlecone a Most Loved Workplace®.
Firstly, Lou and Nirav discuss Bristlecone and its approach to transforming supply chain management using modern, AI-driven technology. The latter highlights that Bristlecone, with its team of approximately 2,800 specialists, focuses on aiding Fortune 500 companies in transforming their traditional supply chains into more modern, digital ones. This is achieved using the latest technologies, including cloud data and AI.
Lou inquires about the specific tools and applications of AI that facilitate this transformation. In response, Nirav mentions three key areas of Bristlecone’s capabilities. The first area is advisory and consulting, which involves providing thought leadership in supply chain processes, process transformation, and domain consulting. This includes planning, procurement, sourcing, and fulfillment.
The second area is platforms, where Bristlecone collaborates with both established tech platforms like SAP and Oracle, as well as emerging cloud-native platforms. These platforms are an integral part of the ecosystem that Bristlecone creates for its clients.
The third area, which Nirav describes as the most exciting, involves building ground-up native supply chain systems. He notes that supply chain management, traditionally seen as a cost center, has evolved to become a competitive advantage for companies, especially in the wake of COVID-19.
This shift has led to a greater focus on modernizing supply chain networks, sourcing strategies, and planning systems. Bristlecone invests in accelerators, tools, AI, and cloud technologies to support this modernization, leading the way in transforming supply chain management.
Moving on, the speakers delve into Bristlecone’s RISE philosophy and its impact on the company’s culture, particularly in the context of a highly service-based industry.
Nirav notes the importance of people in the services industry, noting that while employees have always been considered the biggest asset, the dynamic has changed in the current era. Unlike in the past, where “assets” would leave the office daily, today’s workforce often doesn’t come to the office. According to Nirav, this shift necessitates a different approach to building company culture.
Furthermore, Nirav explains that the RISE philosophy is central to Bristlecone’s efforts to foster a unique and compelling culture. RISE focuses on three main aspects:
Rising for a more equal world includes a focus on inclusion, climate, ethics, integrity, and building a long-lasting, enduring organization.
Rising to be future-ready, emphasizing customer focus, technology, and innovation to prepare employees and the company for future challenges.
Rising to create value involves fostering an entrepreneurial spirit and driving impactful business transformations.
Nirav also stresses the importance of cultivating a culture of listening. He strongly believes that listening to employees, regardless of their physical location, is crucial in building what he calls “today’s Most Loved Workplaces.” Fostering a sense of connection and bonding is essential in a hybrid and virtual work environment.
The RISE philosophy, combined with a culture of listening, is key to aligning with employees’ individual purposes and aspirations, ultimately creating more exciting and engaging workplaces.
On a similar note, Lou and Nirav discuss the importance of listening to employees and taking action based on their feedback, which is essential for creating a Most Loved Workplace like Bristlecone.
Nirav shares that Bristlecone is proud to be recognized as a Most Loved Workplace. He highlights the importance of quick action-making in response to employee feedback. Nirav gives an example of introducing “My Day Fridays” during a town hall, where employees live-voted on the idea, and it was implemented immediately starting the following Friday.
Thus, it only goes to demonstrate Bristlecone’s commitment to quick listening and action, making employees feel valued and heard.
Lou remarks on the common misconception that employee culture surveys are solely for identifying company issues for the management to fix. Instead, he advocates for a shared responsibility model where employees also take part in changing their cultural behaviors. This fosters a collective effort to transform the workplace culture.
Nirav agrees, highlighting the sense of empowerment among employees. He explains how Bristlecone’s “My Day Fridays” initiative, which provides personal time on Friday afternoons, relies on mutual respect and ownership among employees. It reflects Bristlecone’s focus on best people practices, including health and wellness and diversity and inclusion.
Nirav also discusses the challenges CEOs face in maintaining a unified workforce, especially as companies grow. He stresses the importance of allowing the entire organization to resonate with the culture and having a clear direction that employees can align with, as it helps people understand whether they fit within the company’s culture.
Subsequently, the speakers delve into the significance of aligning personal and organizational values and how this alignment impacts employee commitment and overall workplace culture.
Nirav notes the importance of core values in an organization’s journey, highlighting professionalism, customer focus, and quality as fundamental. He emphasizes the value of upholding the dignity of individuals, even when making tough decisions that might not be universally popular. Maintaining respect and individual recognition is crucial, even when there are differences of opinion.
Nirav also touches on the role of being good corporate citizens. With its global presence in 12 hubs, Bristlecone encourages its employees to engage with and serve their local communities. This aspect of corporate responsibility extends beyond the organization’s boundaries, impacting the communities where employees live and work.
Such initiatives are vital for building enduring workplaces, resonating with employees’ values, and contributing to a holistic approach to organizational culture.
Next, Lou and Nirav discuss integrating different functions within Bristlecone, likening it to a relay race where advisory, platforms, and digital tools must work together. They then discuss how Bristlecone involves employees in planning to reinforce its workplace culture.
Nirav highlights the importance of personalizing the company’s cultural themes to adapt to employee needs. He gives an example regarding the work-from-home policy versus working back in the office. Initially, Bristlecone pushed employees to return to the office, but they quickly realized that this move did not align with most of their employees’ preferences. This realization came from their culture of listening, which values the input of all 2,800 employees.
Recognizing that forcing employees back to the office was not feasible, Bristlecone shifted to a more hybrid model. They now maintain smaller office setups to accommodate those who prefer or need to work on-site, like certain leaders, enabling functions, and innovation teams. This change demonstrates Bristlecone’s flexibility and willingness to adapt its policies based on employee feedback and needs.
Finally, Nirav shares how Bristlecone manages cultural differences within its global teams and promotes cultural awareness and cooperation.
He notes the importance of awareness in understanding cultural differences and finding commonalities. He believes that the first step for organizations is exposing employees to diverse cultures, which is fundamental to learning and understanding. Nirav stresses the importance of having a diverse workforce (the “quantity game”) and ensuring employees are exposed to this diversity, which is essential for effectively serving global customers.
He then discusses the “quality game,” which involves deepening the understanding of different cultures among employees. Nirav has observed that people are generally open to learning about different cultures, and this openness can trigger a self-learning model that fosters acceptance and understanding of diverse communities.
Thank you for your time!
