You are watching: What does live mas mean on the taco bell commercial
I spoke with Liz Williams, president of Taco Bell International, about this topic and how the company champions both diversityand cultural unity to create a highly collaborative organization.
Speaking on a panel at last week’s huge Global Women"s Summit, hosted by Kellogg School of Management, Williams emphasized that people with different backgrounds and experiences learn an enormous amount from each other—if they listen closely and remain open-minded.
While Williams acknowledged that it’s human nature to want to work with people like ourselves, she happily stated that diversity is a singularly important value that Taco Bell (and its parent Yum Brands) wholeheartedly embrace.
A recent DiSC assessment test revealed that the Taco Bell leadership team possesses a wide variety of behavioral styles, making for what Williams called “a colorful combination of people.”
But while individual differences abound, the executive team and the entire organization are united around a core DNA that she described as “collaborative, innovative, and creative.”
“I’ve been in sharp-elbowed cultures. This isn’t one,” Williams continued. “We recognize teams and people that work well together. Culture is the glue that holds us together.”
Taco Bell combines a demand for commitment and performance, with a humane culture that recognizes the “whole person” and the importance of balancing work/family responsibilities. When people leave the company, Williams said, they tend to stay in touch with former colleagues and a good number eventually return (Boomerang hires are the best kind!)
At the core of Taco Bell’s DNA is a slogan introduced in 2012, Live Mas (“Live More”), which animates its brand and encapsulates the company’s philosophy of enriching the lives of its customers and employees in everything it does. It’s more than the taco topping…it’s their way of life.
For example, the company sponsors the Live Mas Scholarship for Taco Bell employees and a separate scholarship that is open to everyone. Employees participate in the selection of scholarship winners – a role that provides them with an opportunity to give back to other workers and the broader community.
Taco Bell’s culture of high performance and inclusiveness has generated great performance. A stellar part of Yum Brands, Taco Bell intends to expand aggressively overseas by 2022. Williams is leading this charge.
A culture of collaboration like Taco Bell’s demands emotional intelligence. In confronting difficult issues, Williams stressed that people must consider how they’re going to present information, as well as what they’re going to say. The goal is to get the point across without contentiousness and to engage the team in finding solutions.
Last week at Kellogg, Williams participated on a panel of rock stars that included Tarra Sharpe, a former engagement manager at McKinsey & Company and Carin Watson, executive vice president of Learning and Innovation at Singularity University.
As I listened to their remarks on the issues women face in the workplace, I was struck by how emotional intelligence has become a far more important quality in recent years as organizations transform from a top-down “command and control” culture to a flatter, less hierarchical workplace.
Here are the more insightful ways the panelists utilized their emotional intelligence to deal with difficult situations:
Disrespectful treatment: Earlier in her career, Sharpe felt maligned by a senior manager who ignored her in meetings and addressed remarks about her work to her direct boss. She typically followed her bosses remarks with more detailed information. However, the senior manager usually continued to speak to boss, effectively icing Sharpe out of the conversation.
Sharpe was tempted to tell the senior manager that his behavior was disrespectful. Instead, she politely pointed out that the team could function far more efficiently and effectively if he directed thoughts about her work directly to her. “Instead of making it personal, I placed my remarks in the context of what was good for the collective team,” Sharpe said. It worked.
An indecisive manager: Rather than tell her manager that his indecisiveness was driving her crazy, Watson initiated the conversation by asking how they could work more effectively together. The manager, in keeping with his deliberative approach, said he liked to understand all options before responding to any particular situation.
Watson agreed to present multiple options, with the proviso that he choose one option—even if the option was to postpone a decision until a specific date. “I made it a point, never to leave his office until I had an answer,” Watson recalled. Again, it worked.
Ask for feedback to give feedback: A great strategy to raise an issue with a higher-level colleague is to ask for feedback on your own performance, Williams said. In many cases, that will start a conversation that will enable you to provide feedback in return. “It can be an artful way to get your point across,” she noted.
As these Kellogg alumnae demonstrate, emotional intelligence is a must-have trait in the workplace. It enables us to work well a wide range of people, navigate difficult situations, recognize our own strengths and weaknesses, and grow in our careers.
See more: How Many Pounds Is Seven Stone S To Pounds Conversion, Stones To Pounds Converter
Look for emotional intelligence in everyone you recruit and promote. You’ll build a highly productive and positive workplace that, in turn, will help you to attract high-performers.
I’ve devoted my career to recruiting rockstar employees, which is the only sustainable competitive advantage for today’s growth companies. I launched my career at Heidrick & Struggles and Spencer Stuart, the preeminent global executive search firms. Today, I’m Chief Talent Officer at Chicago-based Strong Suit Executive Search. Along the way, I’ve started four companies, backed by $50 million in venture capital. I’m also a professor at Northwestern University’s Kellogg School of Management and host of the five-star-rated Strong Suit Podcast. I wrote the bestselling book "Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business" which is available here: amzn.to/2FJlGNU