no rules rules netflix and the culture of reinvention summary

Reducing Controls - “Leading with context encourages original thinking,” and “Don’t seek to please your boss, do what is best for the company.” If leaders provide proper context, employees will feel empowered and make the right decisions. We want the best person at each position.”Ĭandor - A belief that “frequent feedback magnifies the effectiveness of the team.” Does each new hire raise the average talent on the team? CEO Reed reminds employees, “We are a team, not a family. Talent Density - Think about this as talent per capita. The book recommends a 3 phased approach to building culture, with each phase broken into 3 subcomponents: Something inside their walls is working, so it’s worth paying attention to the principles outlined in the book.

For 20 years Netflix has proven they can innovate, pivot, and execute. From DVD shipments to streaming, from licensing content to award-winning original productions, they’ve built a company that figures out a way to delight users, despite a typical resistance to change that often accompanies organizations of their size and scale. I feel compelled to start this post with the typical qualifiers on culture books: Is this account truly representative and accurate? How many different cultures actually exist inside a company as large as Netflix? However, when you read the book and look at the results of the company, you just get the sense they must have tapped into something special as it relates to how they organize and run their company. I wanted to share my notes and highlights from the book. The book describes Netflix’s approach to building high performance and innovation into their culture.

I recently finished No Rules Rules: Netflix and the Culture of Reinvention, written by Netflix cofounder and CEO Reed Hastings and author/INSEAD professor Erin Meyer.

No rules rules netflix and the culture of reinvention summary