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The Agile Brain

Dharmini Patel lives to learn and utilize knowledge. A trained chemist now fully in a marketing leadership role, she approaches challenges and opportunities with full-minded zeal, using creativity and analytical thinking to comprehend and assimilate vast amounts of information in order to solve problems in novel ways.

“The brain is a muscle that needs to be kept in shape by using it, challenging it, and taking care of it,” said Dharmini. “Engaging the brain through out-of-the-box activities stretches this muscle and ensures you are prepared to be what you want to be: successful.”

This growth mindset and drive to be more is what drew Dharmini to work at Share On Purpose in the first place. A results-oriented person, she realized early on in her career that she wanted to build a performance culture wherever she went. When she learned about the Share On Purpose culture, she felt it was the perfect fit.

“Share On Purpose is an agile environment,” she said. “Our leaders saw how various industries were shifting at an insurmountable pace and quickly realized that a successful company culture must facilitate a learning model to keep up with the rapidly changing world. Such a model allows for the management team to strengthen their skill sets, to be resourceful, to stay on top of everything, to enhance their lives, to grow their careers with knowledge application and to stay ahead of the game. That’s what’s happened with me.”

The Difference a Learning Culture Makes

While always successful at her work, Dharmini’s position at Share On Purpose has enabled her to excel in ways she never imagined possible. In just 18 months, her career has grown exponentially, taking her from an Engagement Director to a Senior Director and on to Managing Director. She credits the company’s learn-as-you-need-it model for her rapid development.

“I came to Share On Purpose from a scientific and business management background,” she said. “Because of the company’s focus on gaining knowledge as it’s needed, I am continuously exposed to learning opportunities where there is a vast influx of information. It’s like drinking from a fire hose! I then get to comprehend that information in selective chunks and repackage it for everyone else to utilize from a business decisions standpoint. This has enabled me to take my skillset, mix it with the Share On Purpose culture and learning process, and actually grow my passions and my skills, all while making a major contribution to the overall organization.”

This growth isn’t something Dharmini sees just in herself, either. She sees it – and fosters it – in her team as well.

Culture Drives Results

“Values drive performance and results,” she said. “That’s what I’ve found in my own career, and I’ve always wanted to make sure it was a part of the training process at any place I’ve been. You can be driven and ready to learn, but if you aren’t given the opportunity to dive in and gain the knowledge you need to get results, then everything gets canned – all your passions, your drive, everything. At Share On Purpose, it isn’t like that. Here you get the opportunities and resources you need to excel.”

Share On Purpose’s Guiding Principles include passion, collaboration, performance, authenticity, character, perseverance, and new knowledge, all values that Dharmini says create a rich culture and benefit new and established employees.

“Experience and knowledge are valuable assets. They enable you to open a door of opportunity that is the right fit for you to be successful with a company culture that supports knowledge acquisition for career growth and living a balanced and fulfilling life,” she said. “When you work in a place that values people first, then performance and results, everyone wins. Share On Purpose is that place. The team members here, across the board, believe, share and practice both the culture and values in harmony. That is such a breath of fresh air in today’s fast paced world!”

Share On Purpose is unique in that we have a portfolio of companies that allows us to support our team members in finding the brand and position they like best. Our culture supports dedicated team members to help them excel by utilizing the values and passions they hold dear. Dharmini is one of several success stories.

If working in a place that values knowledge resonates with you, consider applying for one of our open positions.

A Fit Organization

For job seekers evaluating a company, the guiding principles, as well as how these are used in business decisions, speak volumes about a prospective employer. Said another way, for you to “fit” a company’s culture, you must both understand these values and their importance to culture.

The reason for this is that skills can be taught, culture can’t. For a culture to be real, every team member must be aligned with the culture and guiding principles. Because of our commitment to Career3 and specifically to promoting from within, we needed to define a value specific to knowledge acquisition. The founding leaders of Share On Purpose asked ourselves a bold question: How would we build a “learning organization” in an uncertain, rapidly changing world? And, how would we grow our management team so they led with these values consistently? Ultimately, we wanted to know how to strengthen our culture as we expanded.

There are many things I’ve learned from the Millennial generation, but what resonated about their learning style was what I termed “just in time knowledge.” Millennials are quick to learn and incredibly resourceful knowledge seekers. They don’t learn because they are told to, or because they want to accumulate knowledge, they learn to apply the knowledge to enhance their lives or grow their careers. Novel concept, I know.

The principle we adopted regarding training and mentoring, with the help of our initial team members was “New Knowledge – Learn it as you need it.” Knowledge is (and always has been) power, which is why college degrees became a necessary management criterion in the Baby Boomer era. The problem with the accumulation of knowledge today is that our world is changing so fast that most skills are outdated less than a year after they are learned.

For our guiding principles to resonate with the way future generations learn, we had to rethink all traditional training models, and embrace the “just in time” learning modality. That meant defining the value, New Knowledge, and rethinking the Career Matrix to introduce management skills as leaders evolved their careers. It also meant investing in the Share School Online Leadership Training Portal to make the training available when emerging leaders needed it, rather than when we wanted to teach it. This resulted in a culture where leaders embrace the notion that to truly evolve our talent, we work on their leadership evolution timeline, rather than training them to fit our needs.

There are many things that contribute to building a performance culture, but one of the most important is to use a defined set of values so that business decisions are aligned with the culture; and then to embed these values into all facets of the organization, especially training. Without guiding principles, decision-making can erode culture.

Remember, skills can be taught, but culture can’t.

If this sounds like an organization you’d like to be a part of, view our available positions and apply now.