With the management team, we had a vision: a high-performing team with strong bonds that would enable us to uphold open and honest communication. It may sound like a lot because it wasn’t a feature we could simply develop and consider “done”; it required us to embrace learning and experience some discomfort.

Core concept for a start up culture

We selected the concept coined by Carol Dweck, the ‘Growth Mindset,’ as the central theme for the year. 

In essence, the concept introduced by Carol Dweck can be summarized as follows: Individuals who believe in the potential for their talents to develop through hard work, effective strategies, and input from others possess a growth mindset. They tend to achieve more than those with a fixed mindset who believe their talents are innate gifts. This is because those with a growth mindset worry less about appearing intelligent and invest more energy into the process of learning.

When entire companies embrace a growth mindset, their employees report feeling significantly more empowered and committed. Additionally, they receive increased organizational support for collaboration and innovation. In contrast, individuals in companies primarily rooted in a fixed mindset tend to report more instances of cheating and deception among employees, presumably as an attempt to gain an advantage in the talent competition.

We chose this concept to serve as our guiding principle whenever our team faced an obstacle. The first thing we did was to share it with the team and reinforce it in every conversation opportunity. When designing the training for team leads, we knew it was crucial to rely on this concept to implement the changes and improvements we envisioned for our ‘Clarity Break’ training.

Victim or player?

But how did we first come to embrace this concept? We have a Friday tradition that has been with us since the first day of Mighty Block: Crypto Research. Originally, it was a forum where we discussed various topics related to crypto that had been researched. This was crucial in the early days of the company when the crypto industry was rapidly expanding, and our team was relatively new to blockchain. It was essential to stay updated on all the latest developments.

However, recently, it became tedious to find a NEW topic for research related with crypto. We would prepare it without enthusiasm, procrastinate, and so on.

To address this issue, we began to contemplate the two models, framed by the ‘victim vs. protagonist’ dichotomy introduced by Freddy Coffman. What does a victim do when they don’t like Crypto Research? They complain, get frustrated, and kick it – were some of the responses we received. 

On the other hand, as protagonists, we seized an opportunity during a workshop we held in Cordoba. Together, we designed a new format, made commitments, and implemented the change. We would no longer confine ourselves to a single topic (crypto), but instead, we would include subjects that positively impact our daily lives. Additionally, we could invite guests and introduce special editions featuring panel discussions. Change the name help us to not limited ourselves and give to  “the mighty show” a new beginning

Open and Honest Feedback

In order to learn from each other, take more risks, and grow as a team, we needed to ensure that we had the skills to provide feedback in an open and honest manner. That’s why it was essential to dedicate time during the workshop we held in Buenos Aires to discuss those ‘monsters’ that make us hesitant when it comes to giving feedback.

Fears of having to take on extra tasks, fear of hurting someone else’s feelings, fear of being wrong in my assessment, among others – identifying these fears helped us. We created actions in collaboration with the leads to ‘combat’ them and encourage each other to embrace the open and honest mindset. Later, during a virtual discussion, we explored the best tips for effective communication when giving feedback. We reviewed do’s and don’ts to enhance our feedback process.

Learning from Mistakes

Mistakes are a fundamental source of learning in a start up culture, and we’ve been discussing what happens to us when we make mistakes, the emotions and feelings we experience, and how we can make the most out of our errors. In a special session of our Friday “Mighty Block Show”, we learned that the key to evolving from the traditional concept of failure is not to view success and failure as a binary but to incorporate them into the learning process.

We shared our experiences with error and took away some key insights: When we’re trying to resolve an error, it’s beneficial to take a moment to clear our minds, seek help, and breathe. When someone shares a problem or mistake they’ve encountered, it’s essential to assist and make them feel comfortable and supported. We emphasized not getting caught up in the mistakes – they don’t define us.

Strong Growth Workshop – Key Takeaways

At our start up culture, we have a unique tradition. Every quarter, we come together as a team for an entire week. During our recent gathering, we revisited the invaluable lessons we’ve learned throughout the year.

With the theme of ” Strong Growth” in mind, we approached our learning experience in a playful way. We incorporated various games to enhance our understanding of these lessons. We recognized that mistakes are an integral part of the learning process; they are the stepping stones to success. We also acknowledged the value of maintaining a player’s attitude – being open to new challenges and eager to explore uncharted territories. We also learned that frustration and expectations often go hand in hand. By acknowledging this fact, we can navigate our professional journeys with greater resilience and a clear perspective.

One of the most exciting outcomes of our learning journey was the construction of a Jenga tower. This tower, where each block represented our learnings and experiences, serves as a symbol of our team’s commitment to growth and our evolving organizational start up culture. It visually represents how we stack our achievements, learn from our failures, and build a stronger and more resilient team.

Incorporating playful learning into our professional development has not only made our quarterly gatherings more enjoyable but has also proven to be an effective way to drive our team’s personal and collective growth. We look forward to the upcoming quarters with renewed enthusiasm, ready to embrace the challenges and successes!

Check out this video with our experience in the last workshop.

The post Building a Start Up Culture of Growth appeared first on Mighty Block |.

Today, I want to take you on a journey behind the scenes and share how our team plays a vital role in shaping them.These values are important to us because they reflect our commitment to excellence, innovation, and teamwork. We believe that these values will help us to achieve our goals and build a successful company.

Guiding Our Every Move

Our core values go beyond being a mere checklist; they are the fuel that drives our organization forward and we bear the responsibility of setting the tone by exemplifying these values through our own actions. It shows all how to make difficult decisions that align with our core values, recognizing and rewarding those who consistently embody them, and ensuring that we hold ourselves and our team accountable whenever we fall short.

When core values are at the heart of our organization, they become a total game-changer in attracting the right people. It draws in the right people, while making the wrong ones stick out like a sore thumb.

It’s as simple as this: when you’re surrounded by a team who shares the core values, you thrive in an environment that feels like home, where everyone just clicks and works together seamlessly.

On the contrary, those who do not align with them become easily noticeable, feeling out of place and ultimately exiting the company. Simple—the right people thrive in an environment that shares the same core values.

As an example of guiding, when recruiting candidates at Mighty Block, we asked ourselves who represented better each of our values, giving us the advantage to get not only the more qualified candidates but also those who share our same startup culture. Resulting an immediate alignment and full involvement of each new member.

Shaping Core Values: Where It Begins

The journey of shaping our core values begins with clear identification and articulation. We must communicate our values in a way that is simple, memorable, and actionable. The remarkable aspect of our core values is that they were not imposed from the top down; they emerged from within our team.

To make this happen, we’ve got our very own core values ambassadors. Not just a phrase in the bord but someone in real life that represents it.

We came up with a monthly recognition program. We shine a spotlight on specific situations where one of our team members has seriously gone above and beyond to live out one of our core values. We’re talking about real-life examples of someone who’s totally owning it, day in and day out. By doing this, we not only celebrate their awesomeness, but we also show how much these core values matter to us as a team.

So if you were to ask anyone about our values, they’d instantly think of someone on our team who represents it. It’s like having your own personal mentor or guide for each and every value.Once we’ve got that level of clarity and personal connection, most of the work is done. Our core values become more than just some abstract concepts—they become our guiding compass for making decisions and tackling challenges. It’s like having a compass that always points us in the right direction. Every single member of our team can rely on these core values to guide their actions because we all understand and embrace them, its a teamwork effort of our startup culture.

it’s not just about having a fancy list of values. It’s about infusing them into our team’s DNA and making them a part of everything we do.

With our incredible core values ambassadors and the power of recognition, we’re building a strong startup culture where these values truly come alive. It’s been quite a journey, but it’s worth every single step.

Caring for Our Core Values

When our team fully embodies the core values, it becomes our responsibility to nurture and care for them. It’s not just about leaving it at that. This responsibility falls on all of us, not just a chosen few.

Whenever we have a question or face a challenge, we can always turn to them for some solid guidance. They’re our compass, pointing us in the right direction when we need it most.We’ve gotta foster our startup culture where making tough decisions and embracing discomfort becomes second nature. That’s how we build a team that’s always ready to take on whatever comes our way.

Understanding our team’s core values provides us with a distinct advantage—it enables us to empathize with our team members on a whole different level. This understanding is key to meeting their needs, predicting challenges before they arise, and making good decisions.
When companies lack core values or fail to uphold them, working in alignment becomes difficult, leading to missed opportunities and poor working environment.

Caring a startup culture starts by hiring the right people, caring for team members, leading by example, acknowledging people’s achievements, building relationships, and establishing missions and goals.

The Magic of Aligned Values

In my experience, shaping our core values was an extraordinary exercise. It became one of the most crucial processes on my agenda, and the outcome was nothing short of thrilling. Aligning the team to the startup culture, shared by all and demonstrated daily as examples of what is right, has transformed my way to operate. With this alignment, we witness tasks being accomplished with remarkable ease and exceptional quality.

Personally, one of the most significant tasks I’ve undertaken is getting to know the unique characteristics and values of each team member and sharing with them the collective responsibility of safeguarding our core values. This process has allowed us to foster an environment of openness and honesty, enabling us to collaborate more effectively as a cohesive unit. I can’t emphasize enough how fulfilling it is to witness the positive impact of working together towards a shared vision.

To guide us in this journey, we have adopted the EOS methodology. This methodology emphasizes the importance of combining core values and core focus to create what is referred to as the “Company Soul.” According to EOS, companies with strong core values and focus not only perform better but also possess a unique “X” factor that leads to success. At Mighty Block, we are creating our own Company Soul—a collective essence that drives us forward.

The team at Mighty Block truly understands the significance of shaping and nurturing our core values. They are not mere words on a board but rather the guiding principles that define us. By leading by example and fostering our startup culture of accountability, we attract and retain exceptional talent that aligns with our values. They have become an intrinsic part of our decision-making process and have empowered us to tackle challenges with confidence.

As we continue on our journey, we look forward to the merging of our core values and core focus to forge our Company Soul . I invite you to join us on this adventure as we write the next exciting chapter in the Mighty Block story.

We are always looking for Web3 talent !

Mighty Block is one of the partners of Forte, a platform to enable game publishers to easily integrate blockchain technologies into their games. We believe blockchain will enable new economic and creative opportunities for gamers around the world and have assembled a team of proven veterans from across the industry (Kabam, Unity, GarageGames, ngmoco, Twitch, Disney), as well as a $100M developer fund & $725M funding, to help make it happen. That’s where you come into play.

Feel free to browse all our current open job opportunities in the following link

The post Startup Culture: The Driving Force Behind Mighty Block Success appeared first on Mighty Block |.

It Is not breaking news that the pandemic helps organisations to be more flexible and let employees work remotely, even at the most traditional companies. 

Three of our team members had the experience of a lifetime and shared it with us. 

Dario, a nomad tech lead

Dario is our tech lead. He has been working in MB for almost a year. Now he is working from Mexico with his girlfriend, after spending 3 months in Chile. 

We asked him to share some feedback about his experience, and he suggests starting with baby steps. “We went to Chile to start with a place closer to Argentina. We had always visited Chile on vacation and this was a good opportunity to get to know it better”. 

Additionally he brought extra luggage in order to take professional photos with his own equipment.

Visiting other countries was the perfect opportunity to practise his most beloved hobbie: photography. 

He took some courses in Argentina but had no time to practise it. The new landscapes and wildlife motivated him to come back to this.

Dario’s final advice:  “Don’t pack a lot. You will regret it if you want to move to different destinations. A good idea could be to ask someone at the destination for some advice, or be prepared to buy something if you forgot it.

Overall, the entire experience was absolutely positive! He learned about other mindsets and enjoyed new landscapes.

Belen in Spain

Belen is one of Mighty Block’s Product Managers. In May, she decided to spend one month in Spain. She wanted to experience Menorca, Valencia & Barcelona off the beaten path and live like a local for a while. She has been there several times just for vacation.

The idea of working for an entire month in Spain appealed to her boyfriend who also works in technology services. Their experience could be named “code and travel”.

She mentioned that not having a travelling busy agenda helps them to do low-cost travelling, because you have the opportunity to choose your flights, apartments, etc. That allowed them to meet old friends again in the Netherlands and Spain and also visit nearby places over the weekend such as Sitges and Tarragona.

But on the other hand, she struggled to work from different time zones, because her time was on a different schedule. She defines herself as a “morning person”, so working until 10 pm was a bit challenging.

Belen final advice: To minimise the timezone difference she suggests choosing a comfortable place to work from. Be sure to have a good internet connection, a chair, good illumination, etc.

Emiliano a expert in remote culture experience

Emiliano also is working from Spain. The most difficult thing at the beginning was to change his daily routine. All the mornings are free, and he has a new routine. For example, he loves doing research. He’s focused on blockchain and cryptocurrencies. During breakfast,  check all the news and threads related to blockchain. Also, he makes a list of all the new exciting things that I need to study deeper, like new protocols, papers, or proposals.

Also, this is made up for the possibility of trekking on different routes since the area where he lives (Asturias) has sea and mountains. A different route every single day is amazing! His favourite is The Picu Pienzu route from Mirador del Fitu. It’s a fantastic route to the Pienzu summit, located in Sierra Del Sueve, between the sea and the mountains. From that point, you can see the sea and the big mountains from Picos De Europa, genuinely amazing.

Additionally at those exciting experiences, in Mighty Block we believe that remote culture experience has other benefits: First of all, “remote first” helps to have more direct communication. How many times have you said “this meeting could have been a chat”?

Secondly, it increases accountability because work is guided mainly by self-discipline and intrinsic motivation. Lastly, all the team have a better work life balance.

If you are looking to implement a remote culture experience on your company, this are our pieces of advice

• Collaboration Tools will be the network that keeps the team on the same page:  Slack, Confluence, etc. 
• A Strong onboarding path will be useful to new hires, because they will need to know who is who and how the company works to feel they are part of the team. It should include the tech training they will need to perform the tasks more efficiently.
• Plan regularly Face to face meetings and activities are fundamental to build the team rapport and bounce new ideas off of each other.
• Well defined and organised process to guide the team so they would be able to do their job correctly even when nobody is there to help with the basic questions.
• Last, but not least: A team player-culture centric is needed for remote work success. One of our core values is about being a team player. It means for us that no matter where you are in the world, we are always a team. We have each other’s back. We never feel alone, the team is much bigger than us. If you don’t have the team player mindset, then working remotely is out of the question.

We are always looking for Web3 talent !

Mighty Block is one of the partners of Forte, a platform to enable game publishers to easily integrate blockchain technologies into their games. We believe blockchain will enable new economic and creative opportunities for gamers around the world and have assembled a team of proven veterans from across the industry (Kabam, Unity, GarageGames, ngmoco, Twitch, Disney), as well as a $100M developer fund & $725M funding, to help make it happen. That’s where you come into play.

Feel free to browse all our current open job opportunities in the following link

The post Working Around the World – A start up remote culture experience appeared first on Mighty Block |.