1. A PURPOSE-DRIVEN COMPANY CULTURE
CNOOD’s employees have a clear sense of purpose; understand their immediate and long-term goals. This is important, because an organization with purpose shifts people and resources forward in order to achieve goals rather than simply managing them, and achieving goals is what it’s all about, isn’t it? Yes, purpose is a key ingredient for a strong, sustainable, scalable organizational culture.
Purpose is an inspirational driver for engaging employees. When our leaders, Dennis Chi (Chairman) and Faylee (CEO), establish a clear purpose for CNOOD people, they inspires and engages us, providing a concrete source for motivation. In other words, the organization’s strategies, capabilities, and culture become the engine behind the organization’s purpose.
2. EFFECTIVE COMMUNICATION
Effective communication in CNOOD have three main characteristics: clarity, courtesy, and proactivity.
Clarity is a vital element in effective communication, because it is important for messages and information to be transferred in a transparent, clear, and concise manner. It is the clarity of the messages in CNOOD, that allows us to give the maximum, and that makes us an invaluable TEAM. In our organization, where employees express themselves clearly and safely, teams work together better and productivity is increased as a result.
Courtesy is another important aspect of communication in CNOOD. It allows messages to be transmitted within an atmosphere of safety and respect. It manifests respect for the other person and gets the message across within the safe limits of that respect. In this way, feedback, information, and messages are transferred in CNOOD with minimal concern for getting hurt or hurting others.
Proactivity is a yet another crucial aspect of an effective communication in CNOOD. We believe that the only way to conduct a productive discussion is to conduct a proactive one. A forward-looking discussion is based on the notion that whatever happened has happened, and it cannot be changed, so the discussion is more centered on what we can do from this point going forward in order to reach our goals or operate better as a TEAM.
3. A CULTURE OF FEEDBACK
We think in CNOOD that feedback is crucial to the success of our organization. Why? Because feedback pushes higher levels of performance. Creating an open, feedback-oriented company culture requires people to be receptive to giving and receiving feedback and to understanding when and how to give it. Feedback can come from own employees or customers, it does not matter. The feedback could be about any aspect, including leadership and vision, management and internal practices, and operations. A culture of feedback means not only that feedback is given and received but also that it is given and received safely, clearly, and productively; with sensitivity to diversity of cultures, personalities, and situations.
4. EMBRACING DIVERSITY
Cultural sensitivity is the awareness of practices and cultures that are different from your own. A culture that embraces diversity, like the one that CNOOD’s follows, has an awareness of different cultures, of how these cultures should be properly approached, and how to communicate with them accordingly. Our top management in Shanghai is always evaluating how certain cultural differences affect how people work, communicate, and interact without judging, making assumptions, discriminating, or stereotyping.
文化敏感性是指企业文化要意识到与自己不同的实践做法和文化。拥抱多样性的文化 - 就像施璐德一直所践行的那样，要了解不同的文化，知道如何走近这些不同的文化并与相应的人群交流。我们上海公司的最高管理层一直在评估文化差异会对人们的工作、交流和互动产生怎样的影响，而从不主观地做出判断和假设，从不歧视不同文化的人群或对任何人群形成刻板印象。
CNOOD embraces diversity and it is centered on tolerance and acceptance of others, which fosters teamwork and a general sense of collaboration.
This is key inside CNOOD. Creating, enhancing, and celebrating teamwork is at the heart of CNOOD’S culture. When a team works well together, as a unit, they are able to accomplish more than its individual members can do alone; when members apply different skills, they are often able to come up with a more effective solution than one person working on the same problem alone. Mutual support can have the benefit of encouraging people to achieve goals they may not have realized they could reach on their own.
6. GROWTH AND DEVELOPMENT
CNOOD’s culture is always offering us opportunities for growth, both in terms of training and in terms of their ability to grow as individuals or as TEAMS. It is CNOOD’s Manager job to obtain the best possible performance from us but to obtain the best possible performance, but helping us at the same time to grow. CNOOD opportunities for growth are an incredibly determining factor in our engagement.
Nicolas is part of a family of Greeks that came to Chile looking for better opportunities, with nothing but their desire to succeed, their freedom, their love and faith in God´s designs. Thus he was raised with his brother and two sisters with very clear principles, good education and morals, simplicity in the way of living and an infinite love. He was formed in establishments of great reputation that have allowed him to reach great ideals. He married Patricia in 1993 and has four children (Maria Jesus, Vicente, Benjamin and Joaquin) forming a happy family. Live his faith very close to God and the Blessed Virgin Mary, trying to improve every day, being honest and kind with his colleagues, but without giving up to defend what he believes is right or better, always with respect, doing things with conviction, care and true. He always push to be soft in people and hard in facts.
He is not afraid to make a mistake, but yes if he does not do what he should, if he affects someone by not doing his duty. He feels very comfortable at Cnood where he has been generously welcomed. Feel a debt to the company that expects to pay off soon.
His maximum thinking is “think positively and masterfully, with confidence and faith, and life become more secure, more fraught with action, richer in experience and achievement”.