When you walk into an office of any big organization, an open and well-trained mind would observe many interesting details that are emblematic of the corporate culture. How people talk, move, dress, look like or tiny clues ranging from the official corporate colors to the type of furniture and how it is allocated tell a story. Me and J. play a game in which we try to reverse engineer the personalities of long-term corporate executives when we go together in any retail outlets. Then we compare our opinions to public data. By learning about the corporate culture, we have predicted long-term decisions of the management.
Right now there is a staggering difference between JP Morgan and Deutche Bank for instance in their corporate culture, and although they share some of the shareholders, the values of their management causes cultural trickle down effect that can be felt even without entering their premises but by just using their ATMs (the fine balance of logical structure vs messy intuition, control vs freedom, security vs facility, etc).
J. usually does the game a bit better because he is too lazy to actually work on our companies so he has more time to think, feel and experience the world.
Currently, there is a messy order in the corporate universe. Although it may be easy to tell a German from American bank’s management values by looking at their retail offices, it gets more difficult to differentiate between two banks in the same crowded and popular NY Street. However, in our experience there are two extremes that shape any corporate culture and many nuances in between.
With J. we divide people into the following major three categories:
Children – creative, value adding, know justice, can tell right from wrong, effectiveness
Beasts – efficient, take more than they give, preserve or destroy, efficiency
Bots – need to be trained as they can easily do wrong or right depending on the surrounding
Sometimes the nature of the business attracts different type of personalities. For sure, Tesla attracts more Children while Exxon attracts Beasts as oil is to be preserved as dominant fuel while solar energy is to be created. Same with Walmart (efficiency) vs Amazon (creativity) and many other companies that by the very essence of their culture are predetermining the type of employees that are hired. Yet, companies today cannot tell between Children, Beasts and bots that leads to confusion and great varieties among companies.
In 50 years we see a world in which the Children have properly trained bots and have disrupted the market so deeply that 85% of the global GDP is managed by them, while only 15% is managed by the Beasts. With our work in the private and academic sector we want to speed up the differentiation between people and companies based on values. By making subtle differences visible to majority of people, and by putting them in the ether of the manageable (using different tools we are developing in the private and academic sectors), we want to accelerate this natural division.
Our mission as iSEE Media is simple - to help the Children beat the Beasts in the next 50 years and we support companies that are truly, not just decoratively, supporting and promoting the values of the Children. We want to get all Beasts in one integrated global system revolving around efficiency, power and control, and getting all the Children in one integrated global system revolving around effectiveness, creativity and love.