Serap Zel, Ph.D’s Post

What’s the biggest takeaway from Netflix’s most recent company-wide memo? It’s not the buzz words or ideology. It’s that change is inevitable and necessary. There have been 4 memos released to the company in the last 15 years, all speaking directly to changes in philosophy, strategy, people, and process. Have they completely abandoned ship on who they are and what they do? Of course not, but in a company of 13,000 people, it doesn’t work to have everyone weigh in on every decision. When you are fighting to be the best in the world, family values don’t breed excellence. The things that got you to where you are, won’t get you to where you want to go. The most important thing we can take away from the Netflix iterations, aren’t the values and statements, but the idea that growth and change are tied together and inseparable. That if we want to continue to find the best versions of ourselves, then we have to be willing to embrace the difficulty of letting go and adopting new. Are you fighting change or embracing it? How does it manifest in your day to day? #ontheballpresident #traininganddevelopment #personaldevelopment #profesionaldevelopment

Are you looking for a case study on #people and #culture excellence that could inspire your #organization? Look no further than #Netflix! In their book "No Rules Rules: Netflix and the Culture of Reinvention," Reed Hastings and Erin Meyer describe the unorthodox #culture behind one of the world's most innovative and successful companies. To achieve greatness, Hastings rejected conventional wisdom and built a culture focused on freedom and responsibility. At Netflix, people come first, innovation is prioritized over efficiency, and employees are given context instead of controls. The company has no vacation or expense policies, and adequate performance gets a generous severance. Hard work is considered irrelevant, and employees don't try to please their boss; instead, they provide candid feedback. At Netflix, employees don't need approval, and the company pays top of the market. When Hastings and his team first devised these unorthodox principles, the implications were unknown and untested. But in just a short period, their methods led to unparalleled speed and boldness, making Netflix one of the most loved brands in the world. Your organization could learn from Netflix's approach to people and culture excellence #strategicthinking AMREF Netflix #culturechange

Big data is powerful, but big data plus big ideas is transformational.

Just read an insightful article by Harvard Business Review on how Netflix continues to revolutionize the entertainment industry. The piece dives deep into their innovative strategies and resilient company culture. A must-read for anyone interested in how to stay ahead in a rapidly changing market. Key takeaways: 🛠️ Customer-Centric Approach: Netflix’s unwavering focus on customer experience. 🌟 Culture of Freedom and Responsibility: How Netflix empowers its employees to drive innovation. 📊 Data-Driven Decisions: The role of analytics in their strategic planning. #Innovation #Leadership #BusinessStrategy #Netflix #HBR #CustomerExperience #CompanyCulture #DataDriven

Good sunday short read.. Thoughts i got from this article and would like to take for my own work philosophy 1. You say what you think, even if it is uncomfortable 2. You are willing to be critical of the status quo 3. You make tough decisions without agonizing 4. You are able to be vulnerable, in search of truth

« Big data is powerful, but big data plus big ideas is transformational. Netflix is a technology juggernaut whose analytics, algorithms, and digital-streaming innovations have changed how customers watch movies and TV shows. But this technology has always been in service of a unique point of view — building a platform that shapes what customers watch, not just how they watch. The company has vast amounts of data on the viewing habits of its 125 million subscribers, from which movies and TV shows they liked or disliked to how long they watched an individual episode or how much they binged a new series. This powerful data system creates a rich social system that influences the movies and shows members see, based in part on which shows they’ve liked in the past what other subscribers see and like. Here’s how Reed Hastings explained it in 2005, when the company had just 3.5 million subscribers. “It’s possible to totally misunderstand Netflix,” he told me. “The real problem we’re trying to solve is, How do you transform selection so that consumers can find a steady stream of [entertainment] they love? We give everyone a platform to broaden their tastes.” This point of view has driven Netflix from the beginning, and it underscores the power of original ideas in business success. The core takeaway: Technology matters most when it is in the service of a compelling strategy. It’s always dangerous to try to learn too much from the performance of a single organization — even the most successful companies are bound to experience setbacks and disappointments. (It wasn’t all that long ago, after all, that GE was considered a model of world-class management.) Still, as more and more of us turn to Netflix for entertainment, the company bears watching as a source of insights about the future of business and work. » To See the Future of Competition, Look at Netflix | HBR | 2018 🔗 https://lnkd.in/e8T79UAf How Netflix Reinvented HR | HBR | 2014 🔗 https://lnkd.in/epR5zYgB #Netflix Culture's Manifesto ”As he has since our first culture deck was written in 2009, Antoine de Saint-Exupéry, the author of The Little Prince, shows us the way: If you want to build a ship, don't drum up the people to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.” 🔗 https://lnkd.in/eyVDdynr

I flew through Reed Hastings and Erin Meyer's book on Netflix this weekend and found it refreshing in the way that he approaches management and company culture: "We now say that it is disloyal to Netflix when you disagree with an idea and do not express that disagreement. By withholding your opinion, you are implicitly choosing to not help the company." Reed Hastings has managed to throw out much of the classic management paradigm (unchanged since the Industrial Revolution) in favor of creating a more agile company that moves and evolves faster while fostering a culture of transparency and candor among team members. So many great takeaways from this book that I'll be digesting in the coming weeks. What should I read next?

Drawing from Netflix's insightful cultural manifesto, these principles resonate deeply, particularly in today's volatile market landscape: 1. “You’re willing to be critical of the status quo” Being critical of the status quo not only fosters innovation but also ensures that we continually evolve and adapt to meet the ever-changing demands of the industry. 2. “You make tough decisions without agonizing” In todays fast-paced environment, the ability to make tough decisions swiftly and decisively is a hallmark of effective leadership. By avoiding unnecessary agonizing, we maintain momentum and empower ourselves to navigate challenges with clarity and purpose. 3. “You’re able to be vulnerable in search of truth” Cultivating an environment where vulnerability is not only accepted but encouraged is essential for fostering genuine collaboration and growth. Being open to vulnerability in our quest for truth allows us to unearth deeper insights and forge stronger connections, ultimately driving our collective success in today's competitive market conditions. Let's embody these principles as we navigate the complexities of today's market, forging a path towards innovation, resilience, and shared success. #Leadership #Innovation #Resilience

Here are a couple of things Netflix understands about business that many companies are still trying to figure out: Customer Obsession: Netflix prioritizes understanding their customer base. They gather data on viewing habits and preferences to deliver a personalized experience and curate content recommendations. This data-driven approach allows them to constantly innovate and adapt their offerings to what customers want. Many companies struggle to move away from traditional models and truly understand their customer base in a constantly evolving market. Focus on Talent: Netflix is known for its strong company culture that emphasizes freedom and responsibility. They attract and retain top talent by creating an environment that fosters creativity, ownership, and professional growth.This focus on talent empowers employees and fuels innovation. Many companies still rely on hierarchical structures and micromanagement, stifling creativity and hindering their ability to attract the best people. These are just two examples, but they highlight Netflix's commitment to understanding their customers and empowering their workforce, which are two key ingredients to success in today's business landscape.