Why her?
Because the more years of management you have behind you, the more you understand how critical the culture within a company is.
And by culture we mean, of course, not team building and off-site training, but a system of values and coordinates within a single team.
Obviously, Netflix is one of the most unusual and interesting companies in this sense, whose internal culture is legendary.
Netflix Company
I came across their CultureDeck a few years ago and was pretty damn impressed with what I read.
It's really interesting to find out how it all works inside! This is exactly what the book written by one of the founders and current CEO of the company Reed Hastings will allow us to do.
Reed Hastings
To better understand the context, I will give you a couple of interesting facts about the company.
Netflix now has over 100 million paying subscribers (that's the population of an entire country!).
And the value of the entire company is more than $240 billion.
So that you understand how much this is – our main national asset, Gazprom, is currently valued at $70 billion…
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Their video streaming business model has changed the entire entertainment market, and we will see more of this every year.
All our ivi, Okko, Kinopoisk and others were launched exactly according to the Netflix model.
At the same time, Netflix has been making not only well-known series for a long time now (by the way, I wrote a separate review of one of their best series ), but also full-length films, which consistently win dozens of prestigious film awards.
Roma
"Roma"
Irishman
"Irishman"
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"Baumbach's Marriage Story"
Two Popes
"Two Popes"
Overall, Netflix is an philippines email list outstanding company in every sense of the word, which makes it all the more interesting to get to know their inner workings.
As you already understood from the title of this material, I really liked the book, and I recommend it to absolutely everyone who is involved in managing other people in their professional activities.
No Rules: Netflix's Unique Culture
I’ll be honest – I read the book six months ago, but I’m still digesting its main postulates.
The management approaches used at Netflix are, to put it mildly, non-trivial.
For example, an unimaginable situation for Russian companies with the lack of approvals for expenses and vacations, i.e. they are literally unlimited
At the same time, this rule was introduced back in 2003 and no abuses were encountered. Of course, there are random checks there, as well as a benchmark for the main expense items in various business units, but this does not cancel out the surprising fact above.
Netflix Office
Reed goes into detail about how they got there, where they started with the implementation, and what the stages were.
I was also very impressed by the emphasis on constantly searching for the best of the best in their field.
The approach is reminiscent of some football club Real Madrid, such is the huge focus on attracting cool players.
Hastings makes a point that for talented people, a great company is not a fancy office, a well-equipped gym, and 10 types of tea.
For talented people, a great company is an opportunity to work in a cool team with like-minded people.
When you have strong people on your team, you can give them almost unlimited freedom of action and a minimum of approvals. The most illustrative example, taken directly from the book:
“I had only been at Netflix for a few weeks when I received an email from the legal department. It said, ‘Omarson, you are authorized to sign contracts and agreements on behalf of Netflix in Brazil.’ I thought they had forgotten to include some information in the email, so I immediately asked, ‘Up to what amount? If we need to exceed the limit, who do we coordinate that with?’ They said, ‘The amount is up to you.’”
I didn’t understand anything. Are they saying that I can sign million-dollar contracts? How can they give such authority to an employee of the Latin American department, whom they have known for only a few weeks? I was both happy and scared. When such trust is shown, it must be justified and extremely balanced, reasonable decisions must be made. After all, I will have to decide for my boss, and for his boss, and for my boss’s boss’s boss, and for all of Netflix – and on my own, without any approvals!”
Of course, it's not easy for our culture to accept this approach, but I think real breakthroughs and innovations are possible when there is this level of trust in your team.
I believe that over time we will definitely come to this at Generator!
To sum it up, the book is a definite must-read for all managers. I am firmly convinced that the experience that comes directly from an entrepreneur and founder of such a cool company cannot be replaced by any business coach.
So read, be amazed and, most importantly, implement
