Culture

We do what we believe in.

Kubadili is a dynamic and adaptable organization, committed to sustainable growth and continuous innovation. Our agile structure and organic pace of work allow for fluid collaboration, allowing us to integrate different levels of commitment and availability to achieve our common goals.

What is organizational culture for Kubadili?

Culture is the system of shared beliefs (what is true) and values (what is important) that guide members of an organization on how things are done.

What do we value?

We believe in the importance of innovating, collaborating, generating positive impact, acting with transparency and deeply committing to the organizations we work with.

Roles and Responsibilities

At Kubadili, clarity in roles and responsibilities are fundamental to our teamwork and the achievement of common goals.

Defined Roles:

Each role has a responsible person and specific supports, ensuring clarity and collaboration.

Adaptive Roles:

Our roles are tailored to context and needs, promoting change and continuous learning.

T profiles:

We value professionals with in-depth knowledge in one area, but capable of collaborating in others, fostering effective group and collaborative work.

This structure ensures that everyone knows their responsibilities and how to support the team, creating a solid foundation for addressing any tensions around task delegation in the future.

Kubadili Style Work Methodology

Decision-making culture

Decision making is participatory. There are several mechanisms that we implement:

Advice process
Delegation Poker (Decision Making Poker)
“The community” (Circle of influence)
One way or returning door?

Strategy & Culture

In our organization, strategy and culture are uniquely intertwined. We follow a growth-friendly structure where each initiative, whether established or in the exploration phase, plays a crucial role in our sustainability and expansion.

Small Team Culture

At Kubadili, our methodology is based on the idea of keeping teams small to maximize effectiveness and quality of relationships. This way we ensure agility, efficiency and a solid organizational culture, where each member feels valued and committed.

Culture of Results

We prioritize results over rules and regulations. We believe that true value is measured by what we achieve together, not by following a manual.
Each member owns their results, fostering a sense of responsibility and commitment. By focusing on clear, measurable outcomes, we cultivate a dynamic and adaptable environment, where innovation and efficiency thrive.

Opportunity Identification: We base our ideas on the needs and challenges of the sectors in which we work with.
Hypothesis Creation: We formulate hypotheses on how our ideas can lead to effective solutions.
Definition of Metrics: We establish metrics to support or refute our hypotheses.
Experimentation Period: We determine a specific time to carry out each experiment.

This culture of experimentation allows us to continuously adapt and improve, ensuring effective and relevant solutions.

Culture of Experimentation

At Kubadili, we listen to the needs of the sectors we support to identify growth opportunities.

SELF Management: the organic rhythm

"Meetings should be deliberate and intentional: the organizational rhythm should value purpose over habit and effectiveness over efficiency." - Ricardo Semler

At Kubadili we take a self-managed approach where there are no rigid hierarchies. This means that each team member has the responsibility to contribute to the overall pace and alignment.

We create productivity

To ensure our self-managed teams operate smoothly and efficiently, we have established a rhythm of alignment and strategic meetings. This rhythm not only maintains productivity, but also fosters mutual trust between team members.

Meetings and Ceremonies in Kubadili style

Our meetings are designed to maximize the effectiveness and alignment of the self-managed team. Each ceremony has a clear purpose and contributes to the growth and cohesion of the group.