Terri Kelly & Jim Mellado
When Leaders Emerge: The Story of W.L. Gore & Associates (GORE-TEX)
“It’s not the technology that is the key for success, it’s the culture.”
The right foundation & values were important to the founders.
The founder (Bill) learned about collaboration & small teams at Dupont.
Q: what is different about Gore?
A collaborative and team focused culture – people are vested & feel like they can make a difference.
Ladder vs. Lattice structure
Lattice – everyone is connected with everyone
Leader in Gore = must make changes through influence.
Gore focuses on that anyone getting on their bus must have common values.
They think about brand equity, and long term in addition to the finances.
“Associates want to be involved in projects where they can provide the greatest impact.”
This is done through systems & incentives. The team must rank the teammates on who has had the greatest impact.
There are many paths a person can take.
Sponsor
Each person in Gore has a sponsor who’s job is to help the individual to succeed, grow, & develop. They have a different level of trust.
Has helped speed up the growth of the associates.
There are leaders too, and a leader of an associate can also be that person’s sponsor, but not always.
200 Cap
There is a rough cap on number of associates in one factory –Â 200 .
This helps keep the desired culture.
Water Line
Think of a boat.
If a risk is below the water line on a ship – it is greater. There is lots a room to take risks above the water line that will not take down the entire ship if it does not work.
Q: what is your roll as CEO?
Stay out of the way
Make sure we stay true to our values
Help leaders
Strategic planning
