Podcasts about no rules rules netflix

Daniel Lereya, the Chief Product and Technology Officer at monday.com, shares how he and his team realized they were being outpaced by competitors and how that realization completely transformed how they operate and allowed them to build a global powerhouse, doing over $1 billion in ARR, with 245,000 customers worldwide.What you'll learn:1. How they used seemingly impossible goals, like building 25 new features in one month, to unlock bigger thinking on their team2. How sharing real-time metrics with the entire company—even during interviews—created a culture of accountability and alignment3. How focusing on impact, rather than just shipping features, has transformed the company's culture4. The story behind monday.com's decision to launch five new products simultaneously and how it redefined their market positioning5. How they use “traps” (timeboxed deadlines) to drive focus, avoid scope creep, and deliver faster6. Daniel's personal journey of navigating impostor syndrome and scaling challenges, and the mental models he uses to stay grounded and effective—Brought to you by:• Enterpret—Transform customer feedback into product growth• Airtable ProductCentral—Launch to new heights with a unified system for product development• Vanta—Automate compliance. Simplify security—Where to find Daniel Lereya:• LinkedIn: https://www.linkedin.com/in/daniel-lereya-aa487646/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Daniel and monday.com(04:20) The pivotal moment: competitors shipping faster(08:50) Setting ambitious goals(17:44) Focusing on impact rather than features(27:07) Transforming your product quarterly(32:07) Scaling monday.com: challenges and strategies(39:14) How monday.com maintains transparency as a public company(45:40) The importance of taking risks(51:02) Counterintuitive lessons in product development(54:33) The value of timeboxing and deadlines(57:28) Embracing user feedback(59:54) Adapting leadership styles(01:04:43) Personal reflections on leadership(01:10:41) Handling crises and strategic planning(01:17:28) The role of AI in work and personal life(01:22:13) Final thoughts and lightning round—Referenced:• Monday.com: https://monday.com/• The basics of a monday.com board: https://support.monday.com/hc/en-us/articles/115005317249-The-basics-of-a-board• Eran Zinman on LinkedIn: https://www.linkedin.com/in/eranzinman/• Roy Mann on LinkedIn: https://www.linkedin.com/in/manroy/• Tal Harari on LinkedIn: https://www.linkedin.com/in/tal-harari-a2515215/• Four-minute mile: https://en.wikipedia.org/wiki/Four-minute_mile• A better way to plan, build, and ship products | Ryan Singer (creator of “Shape Up,” early employee at 37signals): https://www.lennysnewsletter.com/p/shape-up-ryan-singer• Brian Chesky's new playbook: https://www.lennysnewsletter.com/p/brian-cheskys-contrarian-approach• AI blocks: https://support.monday.com/hc/en-us/articles/18433811274386-AI-Automation-blocks• Unpacking Amazon's unique ways of working | Bill Carr (author of Working Backwards): https://www.lennysnewsletter.com/p/unpacking-amazons-unique-ways-of• Behind the founder: Drew Houston (Dropbox): https://www.lennysnewsletter.com/p/behind-the-founder-drew-houston-dropbox• SpaceX: https://www.spacex.com/• Why and how to lead with transparency: https://monday.com/blog/monday-insights/may-30th/• How to win in the AI era: Ship a feature every week, embrace technical debt, ruthlessly cut scope, and create magic your competitors can't copy | Gaurav Misra (CEO and co-founder of Captions): https://www.lennysnewsletter.com/p/how-to-win-in-the-ai-era-gaurav-misra• This Week #5: Overcoming impostor syndrome, introducing growth to an org, and how to partner with your data scientist: https://www.lennysnewsletter.com/p/this-week-overcoming-impostor-syndrome• Sheryl Sandberg on LinkedIn: https://www.linkedin.com/in/sheryl-sandberg-5126652/• Bryan Johnson on LinkedIn: https://www.linkedin.com/in/bryanrjohnson/• ChatGPT: https://chatgpt.com/• Cursor: https://www.cursor.com/• How to build deeper, more robust relationships | Carole Robin (Stanford GSB professor, “Touchy Feely”): https://www.lennysnewsletter.com/p/build-robust-relationships-carole-robin• FIFA 22: https://store.playstation.com/en-us/concept/10002538/• Formula 1: Drive to Survive on Netflix: https://www.netflix.com/title/80204890• Google Photos: https://photos.google.com/—Recommended books:• Shape Up: Stop Running in Circles and Ship Work that Matters: https://basecamp.com/shapeup• Working Backwards: Insights, Stories, and Secrets from Inside Amazon: https://www.amazon.com/Working-Backwards-Insights-Stories-Secrets/dp/1250267595• No Rules Rules: Netflix and the Culture of Reinvention: https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention/dp/1984877860• Nonviolent Communication: A Language of Life: Life-Changing Tools for Healthy Relationships: https://www.amazon.com/Nonviolent-Communication-Language-Life-Changing-Relationships/dp/189200528X/—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Raaz Herzberg is the chief marketing officer and VP of product strategy at Wiz. Wiz hit $100 million ARR within 18 months (the fastest growth in startup history) and, five years in, is generating over $500 million ARR. It also serves over 45% of the Fortune 100. Raaz was one of the first five employees at Wiz, joining as the first product manager, and helped the team pivot to what may be the most intense PMF in history. Before Wiz, Raaz led security products at Microsoft, including Azure Sentinel. In our conversation, we discuss:• How Wiz pivoted from their initial idea and found deep product-market fit• What Raaz learned about listening to customers• Why she moved from product to marketing, despite no prior experience• How she thinks differently as a marketer with a product background• Lessons learned from scaling a hypergrowth startup like Wiz• Much more—Brought to you by:• WorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUs• Rippling—Automate HR, IT, and finance so you can scale faster• Cloudinary—The foundational technology for all images and video on the internet—Find the transcript at: https://www.lennysnewsletter.com/p/building-wiz-raaz-herzberg—Where to find Raaz Herzberg:• X: https://x.com/raazherzberg• LinkedIn: https://www.linkedin.com/in/raazh—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Raaz's background(02:54) Early challenges and Wiz's essential pivot(06:41) Finding product-market fit(11:31) Lessons from early customer interactions(14:54) The power in speaking up when you don't understand something(17:46) How Wiz pivoted from their initial idea(23:52) Marketing and leadership insights(34:12) The challenges of being a marketing leader(28:05) Following the “heat” in your organization(30:22) How Raaz found success as CMO(34:01) Common CMO mistakes(36:23) Creating noise and standing out(40:28) Embracing failure and taking risks(44:53) The importance of clear communication(48:32) The “dummy” explanation(51:00) Building trust and company culture(53:45) Contrarian corner(56:34) Lightning round—Referenced:• Wiz: https://www.wiz.io/• An inside look at Deel's unprecedented growth | Meltem Kuran Berkowitz (Head of Growth): https://www.lennysnewsletter.com/p/an-inside-look-at-deels-unprecedented• Velocity over everything: How Ramp became the fastest-growing SaaS startup of all time | Geoff Charles (VP of Product): https://www.lennysnewsletter.com/p/velocity-over-everything-how-ramp• Assaf Rappaport on LinkedIn: https://www.linkedin.com/in/assafrappaport/• How LinkedIn became interesting: The inside story | Tomer Cohen (CPO at LinkedIn): https://www.lennysnewsletter.com/p/how-linkedin-became-interesting-tomer-cohen• Shardul Shah on LinkedIn: https://www.linkedin.com/in/shardul-shah-3589062/• Doug Leone on LinkedIn: https://www.linkedin.com/in/douglas-leone-a2714/• Jeff Horing on LinkedIn: https://www.linkedin.com/in/jeffhoring2009/• RSA Conference: https://www.rsaconference.com/• Microsoft acquires Adallom to advance identity and security in the cloud: https://blogs.microsoft.com/blog/2015/09/08/microsoft-acquires-adallom-to-advance-identity-and-security-in-the-cloud/• Imposter syndrome: https://www.psychologytoday.com/us/basics/imposter-syndrome• Careers at Wiz: https://www.wiz.io/careers• Setting the Table: The Transforming Power of Hospitality in Business: https://www.amazon.com/Setting-Table-Transforming-Hospitality-Business/dp/0060742763• No Rules Rules: Netflix and the Culture of Reinvention: https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention/dp/1984877860/• Gong: https://www.gong.io/• The Wire on HBO: https://www.hbo.com/the-wire• Raaz's pen holder recommendation: https://www.paper-republic.com/products/le-loop-penholder—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

In today's episode of Category Visionaries, we speak with James Hawkins,  Co-Founder and CEO of PostHog, about what makes startups so exciting, and how to make a successful business in the digital era. By leveraging a strong commitment to PNG and flexible approach to development through their open source product operating platform, PostHog integrated the needs of their customers with a stellar business proposal, driving opportunities to innovate and grow together as a community.   Topics Discussed: How finance became startups - how James fell into the world of start-up enterprises from a career in investment banking Why not everyone is happy about the digital transition, and why some companies prefer to keep their data offline Why 'slow and steady' is still relevant for stable growth in the market, even today PLG as a core business strategy, and why a transition to big enterprise might require a revised sales strategy The power of feedback in building a customer profile before going overboard with staff spending.   Favorite book:  No Rules Rules: Netflix and the Culture of Reinvention

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Are you ready to expand your leadership toolkit with essential intercultural communication skills?In our latest episode of The Leadership Launchpad, I speak with Kris Roppelt, a globally recognized expert in intercultural communication and soft skills. With experience living and working across multiple countries, Kris brings a unique perspective on navigating an increasingly globalized workforce.Tune in as we discuss the metaphor of lenses to understand different cultural viewpoints, the importance of embracing contextual diversity, and the need for managers to build trust, set goals, and give feedback while understanding cultural differences. Kris shares captivating stories from her time as an exchange student in South Korea and provides practical examples of cultural nuances in professional settings.Don't miss this enlightening conversation that underscores the significance of intercultural communication in driving creativity, collaboration, and success in leadership. Connect with Kris on LinkedIn or her website for more insights!LinkedIn: https://www.linkedin.com/in/kristinaroppelt/ or Website: kristinaroppelt.org Here are a few more resources you can check out:Kris Roppelt's YouTube https://www.youtube.com/channel/UCXaFTeqkpT5vKeLWL70BNaQDr. Edwin Hoffman, Arjan Verdooren. Diversity Competence: Cultures Don't Meet, People Do https://www.amazon.com/Diversity-Competence-Cultures-Dont-People/dp/1789242401?clckid=72ec0bdaReed Hastings, Erin Meyer. No Rules Rules: Netflix and the Culture of Reinvention https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention/dp/1984877860?clckid=de836965How Cultural Differences Can Impact Global Teams. Conclusions of the research https://hbr.org/2021/06/research-how-cultural-differences-can-impact-global-teamsDiverse Effects of Diversity: Disaggregating Effects of Diversity in Global Virtual Teams https://www.sciencedirect.com/science/article/abs/pii/S1075425317304878Five Whys Exercise https://www.atlassian.com/team-playbook/plays/5-whysHofstede's Cultural Compass https://www.hofstede-insights.com/country-comparison-toolWant more tips on effective training? Sign-up for our weekly newsletter: https://www.bettereverydaystudios.com/newsletterWant more tips on effective training? Sign-up for our weekly newsletter: https://www.bettereverydaystudios.com/newsletterVisit us at https://www.bettereverydaystudios.com#LeadershipLaunchpad #InterculturalCommunication #GlobalMindset #SoftSkills #CulturalDiversity #TeamBuilding #GlobalWorkforce #CulturalAwareness #EmpathyInLeadership #DiversityAndInclusion #WorkLifeBalance #FeedbackCulture #CrossCulturalSkills #CulturalLenses #GlobalBusiness #TeamSynergy #InclusiveLeadership #ContextualDiversity #InterculturalSkills #BuildingTrust #BetterEveryDay #Podcast #Leadership

This week we chatted with Cheri Ackerman, PhD, Cofounder & CEO of Concerto Biosciences. During her postdoctoral work at MIT, she developed the groundbreaking kChip technology that led to the formation of Concerto Biosciences. We discuss the challenges and opportunities of building a company during the pandemic and the importance of learning the business side of biotech as a scientific founder. As always, we trumpet the value of building a network to leverage during the growth process. Cheri gives really great advice for aspiring entrepreneurs, which is to keep learning and embrace asking questions when you don't know something. I also loved her views on adapting and experimenting in business, which is one of the key values at Concerto. 00:00 Introduction and Early Career Aspirations00:09 Journey to Becoming a CEO01:12 Founding Concerto Biosciences02:31 Understanding the Microbiome04:56 Concerto's Innovative Approach07:53 Challenges and Opportunities in Building a Company08:58 Navigating the Funding Climate13:00 Building a Strong Team21:57 Advice for Aspiring Entrepreneurs29:34 Future Goals and Aspirations31:55 Conclusion and Contact InformationGet Cheri's recommended books! Measure What MattersThe Founder's Dilemmas: Anticipating and Avoiding the Pitfalls That Can Sink a Startup (The Kauffman Foundation Series on Innovation and Entrepreneurship, 13)No Rules Rules: Netflix and the Culture of ReinventionGood to Great: Why Some Companies Make the Leap...And Others Don'tWhoLearn more about Concerto BiosciencesLink In with Cheri!Connect with us!Link In with CarinaSubscribe here:AppleSpotifyGoogle PodcastRSS feedLearn more about Recruitomics ConsultingCheck out our reading listDownload our free startup resources guide to grow your biotech efficientlyIf you're on the job market, visit the Collaboratory Career Hub

Join hosts Mike and Mark for an engaging discussion on "No Rules Rules: Netflix and the Culture of Reinvention" by Reed Hastings. In this episode, they delve into the groundbreaking corporate culture that has propelled Netflix to the forefront of the entertainment industry. Through a series of insightful clips, they explore the fundamental principles that define Netflix's success.Clips in the Show:Foundation Capital Startup Stories - Netflix: Leadership at Netflix is about character and strategy. Learn how self-awareness and listening to others are crucial components of effective leadership.Seek to Understand: Mike and Mark emphasize the importance of seeing both sides of a point of view and modeling behavior based on a comprehensive understanding of situations.Sports Team: Discover how Netflix fosters a high-performance culture akin to being on an Olympic team, where everyone strives to win the championship surrounded by the best talents.Edge of Chaos: The hosts discuss the concept of not "dummy-proofing" the system. They highlight the dangers of short-term optimization and the importance of thinking for oneself to drive long-term innovation.Better As Bigger: Explore how Netflix believes in improving the business as it grows, ensuring that expansion leads to better overall performance.About No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings:Reed Hastings, co-founder and former CEO of Netflix, along with Erin Meyer, offer an in-depth look at Netflix's revolutionary corporate culture. This culture prioritizes freedom and responsibility, allowing the company to innovate and adapt continuously. The book discusses unconventional practices like the absence of formal vacation and expense policies, candid feedback, and hiring top talent at market rates, all contributing to a culture that values people over process and encourages bold decision-making.About Moonshots Podcast:Moonshots Podcast aims to help entrepreneurs become the best versions of themselves by overcoming self-doubt and uncertainty. By learning from the world's greatest superstars, thinkers, and entrepreneurs, the podcast deconstructs their success from mindset to daily habits, providing listeners with actionable insights to apply in their own lives. Join us as we learn out loud and shoot for the moon.Tune in to gain a fresh perspective on leadership, innovation, and corporate culture from one of the most successful companies in the world. Don't miss this inspiring and educational episode! Thanks to our monthly supporters Ron Chris Turner Margy Diana Bastianelli Andy Pilara ola Jez Dix Fred Fox Austin Hammatt Zachary Phillips Antonio Candia Mike Leigh Cooper Daniela Wedemeier Corey LaMonica Smitty Laura KE Denise findlay Krzysztof Diana Bastianelli Nimalen Sivapalan Roar Nikolay Ytre-Eide Stef Roger von Holdt Jette Haswell Marco Silva venkata reddy Dirk Breitsameter Ingram Casey Nicoara Talpes rahul grover Evert van de Plassche Ravi Govender Craig Lindsay Steve Woollard Lasse Brurok Deborah Spahr Chris Way Barbara Samoela Christian Jo Hatchard Kalman Cseh Berg De Bleecker Paul Acquaah MrBonjour Sid Liza Goetz Rodrigo Aliseda Konnor Ah kuoi Marjan Modara Dietmar Baur Ken Ennis Bob Nolley ★ Support this podcast on Patreon ★

Elizabeth Stone is the chief technology officer of Netflix. She previously served as vice president of product data science and engineering, and as vice president of data and insights, at Netflix. Before Netflix, Elizabeth was vice president of science at Lyft, chief operating officer at Nuna, a trader at Merrill Lynch, and an economist at Analysis Group. In our conversation, we discuss:• Elizabeth's advice for career advancement• Netflix's unique high-performance culture• How, and why, Netflix maintains a high bar for excellence• Intentional leadership practices• How to foster an “open door” culture within your team• The Keeper Test and how it contributes to maintaining a high bar for excellence• The power of transparent communication• Much more—Brought to you by:• Vanta—Automate compliance. Simplify security.• Sendbird—The (all-in-one) communications API platform for mobile apps• Explo—Embed customer-facing analytics in your product—Find the full transcript at: https://www.lennyspodcast.com/how-netflix-builds-a-culture-of-excellence-elizabeth-stone-cto/—Where to find Elizabeth Stone:• LinkedIn: https://www.linkedin.com/in/elizabeth-stone-608a754/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Elizabeth's background(04:36) Life as CTO vs. VP of Data(05:57) The role of economists in tech companies(08:32) Using economics to understand incentives(10:07) Success and career growth(20:15) Setting expectations(25:02) Advice for how to avoid burnout(27:44) Netflix culture: high talent density(30:31) Netflix culture: candor and directness(31:45) The Keeper Test(39:01) Maintaining a high bar for excellence(43:54) Netflix culture: freedom and responsibility(46:18) Unconventional processes at Netflix(47:55) Examples of candor(51:44) Data and insights team structure(01:00:12) Staying close to teams(01:02:31) Advice on being present(01:07:40) Lightning round—Referenced:• What to Know About the Netflix Cup, Today's First-Ever Live Sports Event: https://www.netflix.com/tudum/articles/netflix-cup-live-event-date-news• Ann Miura Ko interview | The Tim Ferriss Show (Podcast): https://www.youtube.com/watch?v=h2GO0Ks_VGg• Netflix culture: https://jobs.netflix.com/culture• No Rules Rules: Netflix and the Culture of Reinvention: https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention/dp/1984877860• Reed Hastings on LinkedIn: https://www.linkedin.com/in/reedhastings/• Netflix's “Keeper Test” and Why You Need It | Lorne Rubis: https://www.highlights.lornerubis.com/2015/08/the-netflix-keeper-test-and-the-courage-to-take-it/• The Hunger Games: https://en.wikipedia.org/wiki/The_Hunger_Games• Nan Yu on LinkedIn: https://www.linkedin.com/in/thenanyu/• Work Life Philosophy: https://jobs.netflix.com/work-life-philosophy• The Scoop: Netflix's historic introduction of levels for software engineers: https://blog.pragmaticengineer.com/netflix-levels/• Chaos Monkey: https://www.techtarget.com/whatis/definition/Chaos-Monkey• Ali Rauh on LinkedIn: https://www.linkedin.com/in/ali-rauh/• Keith Henwood on LinkedIn: https://www.linkedin.com/in/keith-henwood/• Jeff Bezos' Morning Routine of Puttering Around—How It Works: https://medium.com/illumination/jeff-bezos-morning-routine-of-puttering-around-how-it-works-9d73f359ac8d• What I Talk About When I Talk About Running: A Memoir: https://www.amazon.com/What-Talk-About-When-Running/dp/0307389839• A Fine Balance: https://www.amazon.com/Fine-Balance-Rohinton-Mistry/dp/140003065X• Triangle of Sadness on Hulu: https://www.hulu.com/movie/triangle-of-sadness-f60937bd-45f4-469a-938f-db95026953a1• Beef on Netflix: https://www.netflix.com/title/81447461• Fellow pour-over coffee set: https://fellowproducts.com/products/stagg-xf-pour-over-set• Peloton bikes: https://www.onepeloton.com/shop/bike—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Inscrivez-vous au webinaire du lancement de la formation Yaniro pour un max de cadeaux exclusifs : Ici (places limitées ! )Bonjour et bienvenue dans le podcast du HUMAN FACTORJe m'appelle Alexis Eve et tous les mercredis je vais à la rencontre des plus belle startups pour construire avec vous la collection des meilleures pratiques RH de l'écosystème.Ne vous embêtez pas à prendre des notes, on s'en occupe pour vous ! Vous pouvez retrouver le meilleur de cet épisode et de tous les autres dans le Yaniro Wiki. La bible des meilleures pratiques RH dans un Notion. Rémunération, Recrutement, Cooptation : tout y est !Pour découvrir le Yaniro Wiki allez tout simplement sur www.yaniro.co/wiki et ajoutez la page en favori pour l'avoir sous la main quand vous en aurez besoinVous pouvez retrouver Benoît et Louise sur LinkedinSite web de Scalezia : https://www.scalezia.co/Ressources recommandées par Benoît : le livre Who : The A Method for Hiring de Geoff Smart le livre No Rules Rules : Netflix and the Culture of Reinvention de Reed Hastings et Erin Meyer Ressources recommandées par Louise : Le podcast Lundi au soleil Le podcast A-Players Le podcast Génération Do It Yourself Le podcast Les jeunes branches

In today's episode of Category Visionaries, we speak with Matthew O'Riordan, CEO of Ably Realtime, a real time experience infrastructure platform that's raised over $82 Million in funding. Topics Discussed: Matthew's background growing up in South Africa, before eventually moving to the UK to found his first tech startup Holding various roles across a career, including CTO and CEO, and having a lifelong passion for coding Admiration for the Collison Brothers, founders of Stripe, for their focus on an excellent experience and empowering developers How GoogleDocs inspired the idea for Ably Realtime, and how they intend to standout by creating more interactive applications The challenges faced by companies across numerous sectors in ensuring sub-100 millisecond latency for a true real-time feel   Favorite book:  No Rules Rules: Netflix and the Culture of Reinvention

On this week's podcast, we sit down with Mirela Mus, Founder and CPO of Product People, as we unbox the career progression in product management. We decode the vital differences between various product leadership roles, from VPs to Directors and Heads of Product. Listen as Mirela details her incredible journey into product management and discusses how Product People has set themselves apart by focusing wholeheartedly on career opportunities and meeting client needs.Featured Links: Follow Mirela on LinkedIn and Twitter | Product People | 'No Rules Rules: Netflix and the Culture of Reinvention' book by Reed Hastings and Erin Meyer | Open Roles at Product People

You're trying to figure out HOW to grow your business. You need the help to grow but you need to grow to get the help. This is a vicious cycle that small business owners get stuck in. Today, we're talking with Steph Tuss about shifting your mindset and business actions from the HOW to the WHO.In this episode, you'll learn:Taking big risks: Steph's $100,000 learning experienceThe power of pre-selling to combat your resistance around salesShifting from the HOW to the WHOGoing from doing everything yourself to the magic of delegatingOpportunity costs, increasing your income, and your first hireLook at your business like an elite sports team versus a familyHow to have hard conversationsThe importance of clearly communicating expectations Steph is the CEO of multimillion-dollar global consulting company Life Is Now, Inc., and frequent stand-in co-host of Business Daily News' top-ranked podcast - The Successful Mind. Steph discovered her love for teaching at a young age. From there, Steph went on to launch a holistic nutrition health practice where she hired Life Is Now founder, David Neagle, as her business coach. She sold her business at the age of 33 and joined Life Is Now, Inc. as the Director of Sales, taking on the CEO role in 2016. Resources from this episodeMind Fuckery: 3-day Live Workshop to help you overcome the shitty thoughts that keep disrupting your progress, have you second guessing yourself, and are stopping you from having and feeling what you truly want.Take Life Is Now Inc.'s Visionary Leader Assessment and discover what type of leader you are, and what the superpowers and pitfalls of your leadership archetype are.Check out Reed Hastings and Erin Meyer's book No Rules Rules: Netflix and the Culture of Reinvention.Join the Gutsy Collective - a community of energetically driven female entrepreneurs + visionaries who desire meaningful growth – mentally, physically, and energetically. Join us online or in person for monthly mentorship to reignite your fire and get the answers you seek.Alignment Sessions: get fast + clear answers – 90-min individual coaching sessions designed to help you realign your energy and get a clear action plan so you can save time and start growing.1:1 Coaching with LauraAura – Together we'll acknowledge the limiting beliefs and habits that may be holding you back while leaning into who you truly are and how you work most efficiently.Connect with Steph TussInstagram: @stephtussPodcast: The Successful MindWebsite: lifeisnowinc.comConnect with LauraAuraTikTok:  @thatlauraauraInstagram: @thatlauraauraWebsite: LauraAura.comSupport the showTHANK YOU, GUTSY TRIBE!We love, love, love to read your comments, feedback, and reviews. If you haven't yet, drop us one below! Your review might even get highlighted within one of our gutsy love posts or on our website.https://podcasts.apple.com/ar/podcast/the-gutsy-podcast/id1445481970

In today's episode of Category Visionaries, we speak with Brian Lozes, Founder & CEO of Kinemagic, an industrial immersive experience platform that's raised $3 Million in funding, about why virtual spaces for clients to review critical engineering solutions is the future of the industry, and how Kinematic is making it happen. By providing a fully immersive walkthrough experience for clients to really understand what's being built before expending time and resources on a solution that might need some reworking, Kinemagic is making some of our most important sectors more efficient, saving time, money, and wasted effort. We also speak about Brian's background in the engineering and construction space and how he found himself living the problem statement that Kinemagic would eventually solve, why VR is allowing people to really see into the future, and the future of the technology itself including what it means for Brian's industry and beyond. Topics Discussed: Brian's career in engineering and construction, and what it taught him about the importance of thorough design inspection How Brian ended up living the problem statement that Kinemagic would ultimately set out to solve The massive inefficiency associated with reworking projects once construction has already started and the impact it has on the industry Why immersive VR is a game changer for the construction industry, and how it's being deployed across a whole range of sectors Reality capture as an innovative offering helping clients get a real-world window on the projects they're launching The future of VR technology and why we will all soon be living in an augmented world   Favorite book:  No Rules Rules: Netflix and the Culture of Reinvention

Bio When Primo was young he wanted to be a Film Director.  Today he directs his own business – helping individuals and teams be more effective through the power of coaching and Insights Discovery.  With 30 years' experience in corporates such as IBM, GE, T-Mobile & BP, Primo has made the transition from IT Project & Programme Management to Learning and Development.  He has always used his core values of Empathy, Trust & Honesty to build deep relationships with others and support them in achieving their career potential.  He has a wealth of experience developing others, both as a Line Manager to global teams and in designing and delivering a global Leadership Development Programme. Now he can use this experience to support individuals and teams in their journeys using Coaching and the Insights Discovery tool. LinkedIn - Primo Masella | LinkedIn  Interview Highlights Project work – 04:15 How leadership sets the tone – 08:00 Insights Discovery – 13:26 Recruitments styles – 27:08 What makes a good leader? – 32:15  Books  ·         The Development of Personality by Carl G. Jung https://www.amazon.co.uk/Development-Personality-Collected-Works-C-G/dp/0415071747 ·         The Archetypes and the Collective Unconscious by Carl G. Jung https://www.amazon.co.uk/Archetypes-Collective-Unconscious/dp/B08RF2RGSM ·         The Psychology of C G Jung The Psychology of C G Jung Rev: 1973 Edition: Amazon.co.uk: Jacobi, Irving G.: 9780300016741: Books ·         The 7 Habits of Highly Effective People by Stephen R. Covey https://www.amazon.co.uk/Habits-Highly-Effective-People-Anniversary/dp/1471195201/ ·         No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer https://www.amazon.co.uk/No-Rules-Netflix-Culture-Reinvention/dp/0753553651 ·         The Inside Out Revolution by Michael Neill https://www.amazon.co.uk/Inside-Out-Revolution-Thing-Change-Forever/dp/1781800790  Episode Transcript Guest Intro (Ula Ojiaku)  Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku So I have with me Primo Masella as my guest of the Agile Innovation Leaders podcast. Primo, thank you so much for making the time for this conversation. Primo Masella My absolute pleasure, Ula. Lovely to see you again. Ula Ojiaku Great. I've been looking forward to having this conversation. Can you tell us about yourself, Primo? Primo Masella Gosh, there's a question to start with. So I'm the youngest of five siblings. My parents were both Italian, but I was born here in the UK, and grew up in the Midlands, in the UK, in Coventry. And then, for most of my career, I worked in IT actually, so I was an IT Project and Program Manager for a long time. And then I moved over into HR and got really interested in developing talent, and especially developing leadership skills and future leaders. And I guess that's how I've ended up where I am. Ula Ojiaku Okay, so growing up, what would you consider were the significant happenings, the choices that put you on the path you are on right now, career wise? Primo Masella Yeah. So I liked things at school, but I also really liked both arts and sciences. So I kind of always felt like I was that person who could bridge that gap between two things. So, you know, I loved English at school and at the same time I loved physics, which I think is kind of unusual. People tend to go one way or the other, don't they? And so then when I did a degree, it was an Applied Sciences degree where I could choose lots of different modules of things, and so it was at that point that I kind of got into IT really, because I chose quite a lot of IT elements and I guess early on in my career, again, I was using that skillset of bridging the gap between technology and business. And so I've never done coding for a living, but I've been the guy that could speak to the coders and then translate that for non-coders to understand. Somehow I kind of fell into that quite early on. My first real job, actually, when I moved down to London, I was in quality assurance. So my first ever job was testing software and also proofreading user guides for software, so that was always quite interesting. Ula Ojiaku So what do you do for leisure? What are your interests? Primo Masella So I'm a huge movie fan, so I've been passionate about movies my whole life. If I hadn't ended up where I am today, I would've loved to have been Steven Spielberg. I just, being a director would've been amazing. So I still love movies, anything to do with cinema and film, and in the last few years I've become quite a keen road cyclist as well. So I got myself a bike, which worked out brilliantly during the pandemic because at the time when we were still allowed to go out and exercise once a day during the lockdowns, that was just perfect. That gave me my escape for the day, and it also acts as my kind of way of just getting out and being mindful. So rather than purposely practice mindfulness, I tend to just go out on the bike. So yeah, that's kind of the key thing you'll find me doing when I'm not doing this. Ula Ojiaku Okay. So what do you do now? Primo Masella So I wonder if before I come onto that, I just give you a couple of key things which led me to do what I'm doing now I think. So back in the day when I was in IT and an IT Project and Program Manager, the thing that I really loved about project work was the variety and the fact that we got to work with different stakeholders all the time. And I think in my experience, there are broadly two types of Project Manager – there's the kind who's really good at managing a schedule and keeping on top of a plan and a risk log and an issue log and really executing a plan - that wasn't me. I'm the other type that's really good at working with stakeholders, defining the scope, making sure that the business case is sound and what the customer wants. And so the piece that I really enjoyed about projects was starting them to be honest, and once the project was underway, I lost interest pretty quickly. And so the first kind of real inflection point for me was when I stopped delivering IT projects and instead, I looked after the pool of Project Managers, I became the resourcing and Line Manager for a group of project professionals, and that was probably the first time where I specifically had people's development at the heart of my job. And whereas previously I'd had people's development kind of tangentially really, when we worked together, when we first met each other, I was doing little training sessions as a kind of an aside really. It was something I really enjoyed doing, but it wasn't part of my job description. So being responsible for a pool, and I was lucky enough that we worked in a model where we had a bit like a consultancy, we had a pool of Project Managers who were then allocated to different project sets, and they all reported to me from a people perspective. And so I could really focus on, how are they developing those skills? Are we giving them the best projects to help them on whatever career path they all wanted? So, I guess that was kind of the first kind of real thing. There might be three things I haven't counted. So the second thing was, I'd kind of mentally checked out of delivery for quite a while then, so I was looking after resourcing, I was focusing on capability development and how do we develop IT professionals? And then I had the opportunity to step back into delivery, to deliver a really large transformation program, and that was a serious inflection point, because I consciously made a decision where I thought I could add value because I think I can bring some people skills, which were lacking at that time in that particular program. And so I stepped in, and that true, that turned out to be a massively significant part of my career. So without going into lots of details and we don't need to name anybody at all, it was a very challenging piece of work and there were lots of things going on, and I was tested to my absolute limits as a Program Leader, as a person, to be honest, it was probably the most stressful part of my entire career. And I went on this kind of emotional rollercoaster and I left that program on my own terms, having taken away one of the key things that I still hold to this day, and that is that leadership sets the tone. So depending on how the leaders shows up, that cascades to everybody else in that program, in that organisation, it reflects in the culture of the group of people that are working together. And I felt like I learned that the hard way. It was a huge lesson for me, you know, to the point where I was considering leaving the industry. I was, in my mind, at the point where I was going to make some really fundamental decisions about what I wanted to do next. So I say that because that, I don't, as I look back, I'm massively grateful for that experience because I think many of us would agree that it's when we're challenged, that we truly learn about ourselves. We learn about what we want and we learn about what we're going to do next. And so that led me then, that helped facilitate a move out of the IT sector and into HR. That was one of the key catalysts of me moving functions. And I'd always been an IT guy, so this was, you know, although, you know, as I said before, not hands on, not a developer, but IT felt like my home, those were the people that I understood and I knew really well. So to move to the dark side of HR, seemed like a really strange thing to do. And I remember being asked at an interview, this seems a bit odd, you know, you are a project guy, why do you want to come and work in HR? And it was absolutely the right thing for me, because I'm all about people, and every job that I've ever done, irrespective of what the job title was, was about how can I help people get the best out of themselves? That's really the bottom line. So that led me then into this path, which I established for a while, which was around developing talent and developing future leaders. I was fortunate enough to be in a position, right place, right time, where I designed and led one of the global development programs in our previous organisation, and that was great, having an 18 month program to deliver and look at future leaders and what they needed to get to the next stage of their careers. And then that brings me, I guess, to the final  significant point, which was during that process, I also became an Insights Discovery practitioner, and we can talk about Insights in a moment if you like, but that gave me a tool, that gave me a mechanism that I could get into a conversation with teams about how do you show up within your team? How do you like to work and interact with others? What is it that makes it difficult sometimes to work with people because, you know, people think differently from each other and that's completely normal, but a lot of us go into teams thinking we all think about stuff the same way, so having that exposure to Insights and having the ability to become certified as a practitioner has then led me to, I'm finally getting to answer your question that you asked me a million years ago, a position where I now work for myself. And I use Insights Discovery as one of my core tools, along with other tools and models to help leaders develop themselves and develop their teams. So anything that's in that space of how do we build the best team that we can with this group of people? And a big part of that is coaching and I'm in my process of becoming a certified coach, I would say I've been an informal coach for probably 30 years, so I thought it's probably about time I had the letters to put after my name as well. Ula Ojiaku That's awesome, so what's the name of your business? What sort of service do you offer? Primo Masella So I have my own consultancy. It's called Primo Leadership Development Limited. It's just me, I'm not intending to hire lots of people, and the service offer is really to provide physical, virtual workshops, coaching and other training interventions to help people either establish or develop their teams. So whether it's creating a new team, setting a vision, being clear on, kind of, what are the ways of working of that team, maybe thinking about, you know, how do we look at trust or conflict or emotional intelligence? That's a really hot topic, obviously right now. And then aside that it's the offer of coaching individuals, one to one through their leadership and their career journeys, and we may use Insights Discovery as a tool in some of those offers. So if you wanted just a standalone intervention using Insights Discovery, then I also provide that as a service. Ula Ojiaku Okay, so going onto Insights then, what exactly is Insights Discovery, and what's the, if I may use that word, science behind it? Primo Masella Sure. So Insights Discovery is a personality profiling tool, it's been around for quite a number of years, probably about 30 odd years now I think, based out of the Insights company in Scotland, in the UK. You'll see in my background I've got a set here of these lovely coloured bricks, we use these four core colours to talk about different traits in people's personality. Ula Ojiaku And you're holding up a brick, looks like a set of yellow bricks, I mean, not yellow bricks, a set of Lego bricks, yellow, red, blue and green in the interest of those who are listening only to the audio version. Primo Masella Yeah, they're like bricks, we've said Lego a few times, hopefully we don't have to pay royalties for saying that they're like big Lego bricks kind of made of a strong foam, and they're just a physical reminder of what the model is about. So, when we talk about it, we say, we all have these four core traits and the way that we use them, the way that we are made of them is slightly different for each of us. And so we talk about yellow energy being very collaborative or influencing or visionary, red energy being very directive, more focused on results, blue energy being all about attention to detail and being structured and formal, and green energy all about building trust, strong relationships and having empathy. So, you know, each one of us has got all four of those traits, but it's the way that we combine them and the way that they show up when we work with others. So the way the model works is that you take an online questionnaire, you get a really detailed report about your style of working, and then we can use that report in a workshop environment with you and your team to look at what are the common areas and the differences in people's styles, in the team. So you might have, for example, somebody who's very task focused, who's very good at, you know, working in a kind of project context, working with data, really delivering an objective very effectively, but they may be working with somebody who's very relationship focused and wants to take more time to build relationships, look at kind of a bigger picture of what's going on and seeing how it's impacting people. So there, that's one of axis of the model where, you know, you have individuals in a team who will be on different places on that scale. And so Insights is just a way of providing this common language and using colour is a really easy way to access the language, so people very quickly remember, oh yes, yellow means this, and blue means this. And once we have those four core colours, we then get into various layers. So we go from 4 to 8 to 16. Ultimately you can be in one of 72 positions in the Insights model, so it's a very rich model compared to some others in the marketplace that take you up to 16. So in my experience, people overwhelmingly say they find it useful and they say that they could see themselves in the report that they received back. It's very, very rare that somebody reads their report, just doesn't agree with it. When that does happen, it tends to be there's something else going on for that person, because at the end of the day, it's about understanding ourselves and kind of self-awareness and self-reflection. And the greater the level of self-awareness, we tend to see the, the greater the level of buy into the tool. Ula Ojiaku I have, you know, taken the Insights assessment a couple of times and whilst I've found it very useful, there were some, you know, aspects of the analysis that I said, hmm, I didn't know I was like that, am I really like that? You know, I had those, you know, moments and you know, where I questioned what I was reading. And that brings me to, you know, some people who are of the school of thought that going through these sorts of assessments, you know, brings with it a risk of shoehorning or putting people into boxes and saying, oh, he's a red, you know, therefore we expect you to always be fiery on the, on the point, get abrupt with people. What do you think about that, what's your view on this? Primo Masella Yeah, I think it's a very common misconception of this kind of tool and especially of Insights Discovery. In my experience, all I could tell you is that I see the colours in the real world. When I work with people, I see these colour energies as they are working, and at the end of the day, this kind of thing is not intended to stereotype. So we purposely say things like, we're not going to use the phrase, she's a red, or he's being a complete blue today, for example, that wouldn't be a healthy way to use the language. But what I can say is that when you work with somebody, and you can just test this in the next few hours, just think about whoever you're going to interact with today. If you know them a little bit, if you've interacted with them a few times already, think about, do they tend to focus on the task more or do they tend to focus on people more? People who focus on task may use the phrase ‘I think' a lot more often, they may be more detailed, they may be more urgent in what they're talking about and they have a passion for the thing. People who are more people focused, tend to use the phrase ‘I feel' a lot more often, so we'll hear it in the language that people use, and it's quite subconscious for most of us, and they'll just have a different warmth to them if they have more of that people energy. And so I completely get the idea that it's stereotyping, and especially if people focus on the fact that we start with four colours and people see the four colours and think, well, there's more than four types of people in the world. The intent is that those four sets of traits give us the clue into what makes this person work the way they work, and the model is actually far more sophisticated and much more multi-layered than just four colours. So all I would say is that in my experience, it works. I've interacted with lots and lots of people over the years, I can tell you that I can see the traits described in this model in pretty much everybody I work with. There hasn't been a single person, and I'm pretty happy saying this, there hasn't been a single person that I couldn't say, I wouldn't know where to put them on the model. Ula Ojiaku I would agree it's being more aware of, you know, the colours and the four broad personality traits they represent has helped me with understanding, whilst not stereotyping people or putting them in a box, but understanding, okay, what dimension they're from and how best to adapt myself to, you know, relate better with them. So can you share some, you know, one or two examples of where using this assessment has helped maybe a person or a team to become more aware, because in agile or in even any team at all, the aim is to get teams to become, you know, high performing and when teams understand themselves as individuals and how, you know, they fit in or their skill sets, you know, complement, you know, one another in terms of achieving that common goal, they can move mountains. So have you had any instance where facilitating this sort of assessment and conversation around it has helped? Primo Masella Yeah, yeah, very much so. So if I think about, I've worked before with leaders who, say, lead with the red energy, which is all being focused on delivering results. And they may have somebody on their leadership team who meets with the opposite trait, which is the green energy, which is all about being there for the team and building trust and strong relationships. So I've seen in the past where a leader, for example, was about to send an email to a large group of people, and the person that worked for them who was the opposite trait kind of literally stopped them and got them to redraft parts of the email to just make it a little bit more human. And so that's an example of where those two opposite styles can really complement each other and give you a better outcome, because had the initial senior person just sent the email, it would have landed badly with a number of people, because if you have a different style, you perceive things in slightly different ways. So where somebody might think they're being efficient, it may be perceived by their opposites styles as being arrogant or overbearing. And so that collaboration of opposite styles works really, really effectively. I can think of one particular example, but I've seen that happen lots of, lots of times. There's another kind of, couple of quick ones when we do a physical workshop where we're able to get people in a room and we have a floor mat of the model. So it comes as a kind of circular mat that people can stand on and move around, and that's amazingly powerful because you get the team to physically stand where they would appear on the model. And then you are physically opposite some people in the team and physically next to other people, or slightly adjacent to some other people you work with, and you just see people's eyes come alive as they see each other and, you know, I've had people say out loud, I finally get why that individual behaves that way, and I've always found it really hard to work with them, and now I, understand we just do things differently and that's okay. And part of the premise is we all like to think we're super smart, because we're all pretty smart. Yeah, people are pretty smart, but the challenge is sometimes appreciating that we don't always have to do it our way and just because we thought of it, it doesn't mean it's the best way of doing something, and so somebody else's way that may be different may be just as good. And so a lot of the conversations we have around Insights is to say, you know, nobody's better or worse, it's just different and appreciating the difference can lead you a huge step forward. I'll give you one other quick example, which is I did a one to one conversation with somebody. So one of the powers that we have of something like this tool is that once you have a personal profile, you can use that to continue to work on yourself, develop yourself. And so I did coach somebody at one point, who was having a particular issue with somebody else in her team, and we looked at them both on the team wheel, we looked at where they were different in styles, I gave her some pointers about how she might think about communicating with that individual based on their preferences, and she went away and then we subsequently met again, and literally after years of working together, she found a way of connecting with that person that she'd never found before, and that was just astounding to me, not astounding as in surprising, but I was massively, massively pleased that she'd had that outcome and it improved the level of relationship with that individual. Ula Ojiaku There's something you said about being able to see things from other people's perspective that helps us to empathise and hopefully be able to make any adjustments we need, you know, on our own part. So I'm suspecting that's probably what happened for the lady that you coached, being able to understand where that co-worker was coming from. So if someone wants to build a team, assuming you don't have an existing team, because on one hand you've given us examples, how the Insights framework and assessments could help with getting team members to better understand themselves. Is it possible to use this as a role of deliberately putting together a new team? Primo Masella Yeah, it's a good question, and we get asked this question quite a lot, especially in terms of recruiting people into a team and an organisation. So depending on, so if you work inside a company that has a policy about how they recruit people, typically, certainly in Western corporate organisations, people tend to do something called competency based recruitment. So we recruit people by asking them questions, like, tell me about a time when you… and so we're looking for some experience in their past, which gives us an indicator of how they might perform in the future. So that's typically, for a number of years, that's how a lot of corporate organisations have recruited. So if you are recruiting that style, Insights isn't the best tool to use for recruitment because Insights doesn't tell us about your competency or your level of skill. So if you have a high level of cool blue energy in the model, which indicates attention to detail and structure, and objectivity, that's not the same as saying I'm good at writing a project plan or working with Microsoft Excel because those latter two things are skills that you can learn to do by practicing them more often. So that's kind of the first thing to say, there's a bit of a health warning. And I think the same would apply to many of these kinds of tools. However, assuming you have somebody within your organisation already, that's passed all the necessary kind of entry checks, Insights is a great way of saying how do I assemble a team in order to deliver on a particular set of objectives? So I may have a team that I need to be, you know, really focused and interrogate data and make sure accuracy is really, really key. If that's the case, then I'll look for that cool blue energy in a number of key individuals in the team. You know, conversely, I may have a team where I really need some creative thinking, I need to come up with some wacky ideas, you know, I may work at an industry where that's, you know, really important, my competitive edge, in which case I'll look purposely for people with more sunshine, yellow energy, which is the opposite of that blue. So it can be really helpful, once a team leader is looking at, what is it I need to achieve, it can be a great way of saying who's the best person to allocate to this task or which two or three individuals do I put together so that I get a really nice balance or a really nice mixture of styles to give us an interesting result that maybe we wouldn't have got otherwise. We can think of it like a, it's another lens on diversity and inclusion, so what's the diversity of thought in the team with respect to how they interact task versus people, how kind of more introverted or extroverted people might be. Ula Ojiaku Is it possible to take the tests  and then a time passes and you take it again and you come up with different results, and if so, what could be the reasons for that? Primo Masella Yeah, it is possible. We refer to it sometimes as a test - that scares people doesn't it, they feel like there's a pass or a fail. It's an evaluation of your preferences, but it can change over time, so for some people, if you, you know, are adapting as you move along your career, if you're changing the roles you are doing or changing the industry or the country, that may have an effect on how you show up. So yeah, I see people as they go through their careers, they may move around and use different styles. I worked with a leadership team in the past where a lot of the leadership team were high in the red energy, were really focused on delivering outcome. And as individuals in the team became more experienced and more mature in their careers, they actually focused a bit more on others and bringing up others below them in the organisation. And so that red energy came down and the yellow energy came up a bit, which was about engaging and collaborating with others. So there are definitely some people who kind of move around, there are others then like me, who I've stayed pretty much in the same place forever, and anybody hearing this who's ever seen the model before would be no surprise to any of you. I'm very high in earth green energy. I don't think that will ever change. So, spoiler for anybody I'm about to work with I'm, so on, on a scale of a hundred percent for each colour, I'm 99% earth green. So I don't see myself moving very far from that position. Ula Ojiaku That's very interesting. So how, in your experience, because you've worked with leaders extensively. So what makes a good leader? Primo Masella I could take the project management answer and I can say it depends, because that's in any project context, that's always the answer the project manager should give isn't it, but I'm not a project manager anymore, so I'm not allowed to do that. I would say it's somebody who can set the right tone for the organisation to deliver on its objectives. And in setting the right tone, that sounds like a really simple thing to say, doesn't it, but I think those few words are really difficult for some leaders to do. Now some leaders are really naturally just there, they're just on it. Other leaders need to be coached and trained and guided on how to do that in the most effective way, and by setting the tone, it's getting that balance right between how do we deliver safely, in an inclusive way. How do I make sure that each person in my team is engaged, stretched to the right level, but not overstretched? So there's actually quite a lot, I think. To be an exceptional leader is huge actually, and I think there is a mixture of nurture and nature here. I think some people have that innate thing where they understand how other people work. Now, whether you call that emotional intelligence in this context, or whether you say they've got high people skills or they're very self-aware, all of that kind of language is pointing to the same thing. It's having an understanding of what you do. Sorry, how what you do is impacting other people. So I think some individuals have got naturally higher levels of that than others. I think that can be taught up until a point, but I think there's, you know, if you have a natural empathy, I think that will take you a long way as a leader, personally, I'm aware of my own bias though, as well. So my bias is the people lens, that's always been my bias and my focus, which is why I'm very conscious to be clear around, you know, do we understand what we need to deliver, how it aligns with the organisation's objectives? What's the culture I'm working in? There's, you know, there's a framework that has to sit around this. I think being a leader in today's society is a huge ask for anybody. Ula Ojiaku Would you then say that there's a particular, you know, colour or energy type that this ideal leader would be more inclined towards than another? Primo Masella Yeah, again, that's a really great question. The truthful answer is no. And, so the model that I work with comes as a circle, the four colours, core colours, being quadrants of the circle. If there was such a thing as an ideal, you'd be right in the centre, yeah. You'd have easy and natural access to all colours all the time and use them massively appropriately. Since none of us are perfect, that's a bit of a tall ask. It's unfortunate that some people look at these kind of models and say, for example, they look at the red energy and since the red energy is associated with delivering results and efficiency and meeting objectives, there's a perception with some organisations that we need leaders who've got lots of that red energy. And if you've got a command control organisation or you work in a safety critical environment, or are heavily audited, you know, in any of those environments, that red and that blue energy really play their part. And yes, you may find a lot more of the leadership roles are filled by people with those traits. My perspective is that in reality you can lead from anywhere. There's a saying isn't there, you can lead from any chair, you don't have to be sitting at the front of the room to be the leader, or at the head of the table to be the leader. I think the trick is adjusting according to the circumstance, so according to the group of people you are with, or the activity that needs to be done. And actually one of the things I often say when we talk about Insights is that if we think of somebody who's a really strong communicator, they'll use all four colour energies. When they work, when they make a speech, I often think of, I cite President Obama as an example, I'm sure Obama had wonderful speech writers, that helps as well, but if you don't hit all four colours, you're going to lose potentially a quarter of your audience. So when Obama spoke, he would talk about a vision, he would paint a picture of what was going to happen, he would give people enough details that they understood there was some credibility there. He would have a sense of urgency and pace about what he was doing, but he would also be empathetic and engaging with the people at a human level. Now, if you can do that, if you can hit all four of those traits, when you speak to somebody, that for me is the sign of a great communicator. It's also a pretty good indicator of a pretty strong leader, I think. I'm not going to name any names, but I'm sure we could all think of senior political figures, past or present, who certainly don't hit all four of those colour energies when they speak. And some of them are literally rooted in one dimension, and the real danger is, like I say, you're going to lose at least a quarter, half, maybe three quarters of your audience, because you're not speaking to them, that's the danger. Ula Ojiaku So what I'm hearing is there needs to be a balance and as a leader, an effective leader, or the ideal leader would know how to slide, for lack of a better word, you know, from one energy to another. Primo Masella Yeah. So that's not to say that you can't have leaders in different positions who kind of call that out. So it's absolutely fine to have a leader who is more people focused and they're more collaborative and engaging and people know them, that that's their leadership style. Likewise, it's fine to have a leader who's very results focused, and wants the data before they make decisions and move things forward. I think the trick is to kind of be very clear with the team that you are leading - this is how I work, these are my preferences, and be conscious of the fact that you may be missing some things because you have a stronger preference for something else. And then think about how do I use the rest of my team to help fill in those gaps, so that as a team, we bring a unified view to how we're going to deliver this particular activity. Ula Ojiaku So, what I'm hearing is, you know, be aware of where you tend to operate from as a leader, and also understand, you know, that you need the team to complement, you know, the gaps. Primo Masella I think, because otherwise we do get into this thing of setting an expectation that a leader should be able to do everything. That's a tough call, isn't it. Ula Ojiaku What books would you recommend for anyone who wants to learn more about this topic, you know, personalities, leadership teams? Primo Masella Yeah, I've got a couple of recommendations, which aren't necessarily related to what we've spoken about. So the Insights model is based on the work of Carl Jung. So if you read anything of Jung's work, that can be helpful. So this whole concept of how our personalities work, the fact that we each have at least two aspects to our personalities, and we might show up in a slightly different way, depending on who we're working with or where we are. So, I would heartily recommend anything in that space. People ask me about leadership books and I have to be brutally honest and say I'm not a huge reader of leadership books, but I would say the one thing that stuck with me over years and years is Stephen Covey, The 7 Habits of Highly Effective People. And I keep coming back to it because it just works for me. So, you know, you can get these things now as synopses, kind of easy read, quick read things, but yeah, read the whole book. It's one of the few kind of management books that I read and have reread, so maybe that's an indicator. On a slightly different tangent I've just finished reading a book. It's been out for a few years now, but I'm a bit late to the party, about the culture at Netflix and, culture, I find, is really interesting. So I've worked in big corporate organisations where they've had certain cultures. The book is called The No Rules Rules by Reed Hastings, who was one of the co-founders of Netflix. And it's really interesting, especially if, like me, you've, you've worked in huge corporate environments for a long time, because Netflix took an entirely different approach to how they created their organisational culture, and it makes no qualms about the fact that if you are in highly regulated or safety critical, or, you know, if you're building aeroplanes and you don't want people to fall out of the sky, you need certain policies and procedures in place. With a company like Netflix, who are in a creative environment, it's really interesting to read about how they built their company culture, which is the polar opposite from some of the companies I've worked for, really interesting. So just as a read, it's a great read. Then the final thing I'm going to recommend is, and this is slightly off topic. So I'm holding up a book called The Inside Out Revolution by Michael Neill, and this is a based on a principle around consciously thinking about how we think, and a principle that I'm becoming more and more interested in actually, as I get older, which is that everything starts from the way that we think about it. So our mindset governs everything else. So where you may feel like an event happens and I'm sad because that event happens, actually there's growing evidence, and there has been evidence for some years, actually, that how I think about the event dictates really how I feel about it, not the event itself. So Michael Neill's book is a great way into that, but there's loads of other things out there as well. If you, you know, Google ‘mindset' or ‘consciously thinking', you'll see a whole bunch of stuff. So that's something that I find really interesting because that's much more about us taking personal responsibility for how we think about stuff, and being quite intentional rather than be reactive and blame things outside of us for what happens. Ula Ojiaku I like the concept of, you know, being intentional and actually exploring our mindset and why we're thinking or feeling the way we do. So where can the audience find you? How can they get in touch with you if they want to. Primo Masella So, the best place is LinkedIn. So I'm on LinkedIn as Primo Masella, LinkedIn is probably the best place, so you can find me on there, and I'd be very happy to chat to anybody about Insights or connect with anybody who's interested in the same things that we've been talking about today. It's been really interesting, just to share one reflection. So I've been self-employed for just over a year now, so not about long, really, and, and I started this self-employment journey with perhaps a misconception that it would be very competitive and people would be very guarded about sharing anything. I have to say, it's the exact opposite. People have been so gracious with their time. I've made connections that I never thought I would make, and literally everybody that I've been introduced to, or that I've met along the way has just wanted to help. So if you are thinking of going self-employed then, you know, I can heartily recommend it. Ula Ojiaku It kind of goes back to a statement you made earlier. And I said when we're challenged, we learn more about ourselves. So sometimes in the challenges, the going out of the comfort zone, that's where you get the room to grow. Primo Masella Yeah, absolutely. Absolutely. And, you know, in my circumstance, I left the big corporate world. I wasn't expecting to do that, particularly, it wasn't a decision I'd made some years before, I didn't have a plan for this, and so yeah, I kind of felt like I was thrown into it and I thought, well, I'll just see what happens, and it's great. I can't say enough how generous people have been with their time, and that's just reinforced the fact that I think there is still a sense of supporting other people and collaboration and wanting to do good work, you know, across lots of people. Ula Ojiaku So any final words for the audience as we wrap up, this has been a great conversation. Primo Masella I would say just start with yourself. So if you know, if you're having a tough time or it feels like everything's going wrong, or your team's falling apart, just, just kind of start by looking at yourself. I don't mean that in a kind of negative way, but you know, we are the masters of our own destiny and there's always something you can change, and sometimes the most powerful thing you can do is to change how you think about something and that can help you in whatever circumstance you're in. Ula Ojiaku Yes. Those are profound words of wisdom, Primo. And again, it's been a great pleasure having you as my guest on this episode of the Agile Innovation Leaders podcast, so thank you very much. Primo Masella My pleasure, and thank you so much for inviting me. That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!   

Ten years ago, Henry Stewart wrote The Happy Manifesto, outlining 10 principles for happier workplaces. Among them: Make your people feel good; Be open and transparent; Celebrate mistakes.  This week on The Mind Tools L&D Podcast, Henry joins Gemma and Ross G the relevance of these principles in 2023. Spoiler: They're even more important.  We discuss:  how the workplace has evolved  the emergence of ‘self-managing organisations'  the factors that stop leaders creating a happy workplace.    During the discussion, Henry recommended the following books:  Turn the Ship Around! by David Marquet  Reinventing Organizations by Frederic Laloux  Maverick by Ricardo Semler  No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer    He also mentioned the paper: Edmans, A. (2011). Does the stock market fully value intangibles? Employee satisfaction and equity prices. Journal of Financial economics, 101(3), 621-640.  actions you can take when budgets are tight  how the lessons of 2008 can be applied today.  In ‘What I Learned This Week', Ross discussed the use of cannabis to unlock creativity at work (or not, as it turned out): economist.com/business/2023/01/12/how-to-unlock-creativity-in-the-workplace  The original paper is at: Heng, Y. T., Barnes, C. M., & Yam, K. C. (2022). Cannabis use does not increase actual creativity but biases evaluations of creativity. Journal of Applied Psychology.  Henry discussed neurodiversity, sparking Ross to recommend this Learning Guild article from Judy Katz: learningguild.com/articles/designing-for-autism-adhd-and-more-representing-neurodivergence/?rd=1  For more from Henry, see https://www.happy.co.uk. Or you can contact him at: henry@happy.co.uk  For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.    Connect with our speakers     If you'd like to share your thoughts on this episode, connect with our speakers on Twitter:  Gemma Towersey - @GemmaTowersey  Ross Garner - @RossGarnerMT  Henry Stewart - @HappyHenry 

We are examining part two of the series of the book No Rules Rules: Netflix and the Culture of Reinvention. This episode focuses more on the implementation of some of the ideas in the book.  We'll talk about having hard conversations, candor, and direct honesty at all times, what it requires, and we'll also share some of our own examples. Thank you for listening! Find Blake Rayhons on Instagram @blakerayhons. Find Stacie Baird on Instagram @theHRPodcaster.

Big news today! Reed Hastings steps down from the CEO role at Netflix. We studied his book and ideas, and it's the perfect time to reflect on his lessons as an entrepreneur."No Rules Rules: Netflix and the Culture of Reinvention" is a book by Reed Hastings, the co-founder and former CEO of Netflix. Become a member of Moonshotshttps://www.patreon.com/MoonshotsThe book delves into Netflix's unique culture and management style, allowing the company to innovate continuously and disrupt the entertainment industry. Hastings shares his leadership philosophy and the strategies he used to build a culture of creativity and experimentation at Netflix, including the concept of "freedom and responsibility," which empowers employees to make decisions and take ownership of their work. The book also covers the challenges and obstacles Netflix faced during its growth and how it overcame them. Overall, the book offers insights into how to build a successful and innovative company culture.Reed Hastings is considered a great entrepreneur for several reasons. Firstly, he co-founded Netflix in 1997 and grew it into one of the most successful and innovative companies in the entertainment industry. Second, Netflix's business model of offering subscription-based streaming services revolutionized how people consume television and movies, and the company continues to lead the way in original content production.Secondly, he has a unique leadership style that focuses on empowering employees and fostering a culture of creativity and experimentation. Finally, through the concept of "freedom and responsibility," he gave employees the autonomy to make decisions and take ownership of their work, contributing to the company's success.Thirdly, he reinvented the company and its business model multiple times, from its initial model of mailing DVDs to streaming content online. He also made bold decisions like splitting its streaming services from its DVD rental by mail services, which helped the company focus on its core strength and made it more profitable.Lastly, He also has a strong vision for the future of the entertainment industry. He is constantly looking for ways to adapt and evolve in response to changing consumer trends and technologies.All these factors make Reed Hastings a great entrepreneur and an inspiration for many. ★ Support this podcast on Patreon ★

How we give AND receive feedback and/or advice is extremely important, especially in a leadership role. I also share from the book No Rules Rules: Netflix and the Culture of Reinvention about how Netflix uses this principle and why it’s been a critical contributing factor to their astronomical success. How can you apply this to […]

In today's episode of Category Visionaries, we speak with James Hawkins,  Co-Founder and CEO of PostHog, about what makes startups so exciting, and how to make a successful business in the digital era. By leveraging a strong commitment to PNG and flexible approach to development through their open source product operating platform, PostHog integrated the needs of their customers with a stellar business proposal, driving opportunities to innovate and grow together as a community. Topics Discussed: How finance became startups - how James fell into the world of start-up enterprises from a career in investment banking Why not everyone is happy about the digital transition, and why some companies prefer to keep their data offline Why 'slow and steady' is still relevant for stable growth in the market, even today PLG as a core business strategy, and why a transition to big enterprise might require a revised sales strategy The power of feedback in building a customer profile before going overboard with staff spending.   Favorite book:  No Rules Rules: Netflix and the Culture of Reinvention

If it feels like Scandinavians are over-represented in the Web3 space, then you may have Filip Martinsson to thank/blame. Filip's company, Moralis, provides everything developers need to create, connect, and scale blockchain applications cross-chain. Essentially, they take care of the back end so you can focus on the front — reducing development time, cost and complexity. Filip's Recommendations 1. Andreas Antonopoulous. 2. Moralis on YouTube 3. No Rules Rules: Netflix and the Culture of Reinvention 4. The Hard Thing About Hard Things by Ben Horowitz 5. Continuous Discovery Habits: Discover Products that Create Customer Value and Business Value by Teresa Torres Social Links 1. Callum on Twitter 2. The Web3 Podcast

At Segments, our vision is to help our customers thrive with data by making it human. We made significant strides this year, from growing our team to developing new features & integrations to becoming a certified analytics partner of Shopify. It's been an amazing year of learning and growth, and I want to spend some time reflecting on 2021 and share some of the highlights and milestones thus far. Teamwork makes the dream work “The strength of the team is each individual member. The strength of each member is the team.” ― Phil Jackson The first and most important milestone I want to celebrate is the growth of our awesome team. To achieve our mission and accelerate our roadmap, we needed to build a robust team and strong culture. Over the course of 2021, our company has more than doubled in size from a team of 6 to now a team of 15. ‍Building a remote-first team through a pandemic has its own challenges, especially going through 6 months of lockdown. With constant communication through Slack, rigorous documentation on Notion, and adopting the Shape Up framework, I can proudly say that our core team is stronger than ever. Personally, Tony (my co-founder) and I follow a lot of the tenets in No Rules Rules: Netflix and the Culture of Reinvention when building our company culture; in fact, each new team member is gifted this book when they join the team. We trust our team members and give them a lot of autonomy and freedom; by giving them full ownership, we can evidently see that they are inspired to work harder, be more innovative, and make better decisions on behalf of the company. We also invest in our team members by hosting numerous lunch-and-learns, inviting monthly guest speakers, and regularly having online team building activities (this year we've played games such as Codenames, Push the Button, and Keep Talking and Nobody Explodes). Without our team, we would not have accomplished as much in 2021, so I really want to give a huge shoutout to all our team members for believing in our company and mission, contributing day-in and day-out, and having a customer-first mentality to help solve our customers' problems. Thank you for your hard work! Launching Segments 2.0 “If you are not embarrassed by the first version of your product, you've launched too late” — Reid Hoffman The second milestone I want to highlight is the successful launch of a new version of Segments. When Tony and I first built Segments, we built an MVP (minimum viable product) with the first 100 customers in mind. Segments 1.0 was not the most beautiful app out there, but it worked and customers loved the actionable insights and prebuilt customer segmentation that enabled them to be data driven in ways they never could before. For the first time, our customers found clarity and in control of their customer data. ‍“Do you like wasting your money? Neither do I, so that is exactly why you should choose Segments. It will open your eyes to how customers are spending their money and how you can use that to target more specifically and prevent your business from leaving money on the table. This is a lot like taking the red pill and visualising the truth about your business and the best thing is you do not need to be a data analyst or whatnot.” —Bjarni Thors from Brandson Iceland With that, we were able to drum up support from investors who believed in our vision and we used that capital to build a strong team and accelerate our roadmap. As we start to build Segments 2.0, we want to give customers a fresh experience on how data feels. We want to make data interactive, beautifully simple, and as an “un-dashboard” without a million charts and numbers. Just answers and key actions to take. I'm so proud that our team was able to come together so quickly to bring 2.0 to life in just 3 months. We took significant steps towards making data human—with intuitive UI and design elements, and bringing compassion to analytics—with “How to read this chart” explanations in English...

In this episode from September 2020, originally recorded for the Commonwealth Club of California, Netflix CEO and co-founder Reed Hasting talks about his new book "No Rules Rules: Netflix and the Culture of Reinvention" with a16z co-founder and fellow author Ben Horowitz, who also wrote a bestselling book about culture in 2019. During the conversation, Reed tells the story of Netflix's evolution and his management philosophy, including the hard lesson he learned about what happens when you optimize for efficiency at the expense of creative talent. He also explains why sometimes a more narrow market focus is better for growth and shares the tactics that have helped Netflix expand globally and translate a culture of innovation across different countries, from Japan to Brazil to America.

Benjamin Crevant is the Co-Founder and CEO of MyC MedTech, a compliant tool for companies to manage health data, medical check-ups and remote medical sites, worldwide. They offer predictive analysis and insights relevant to the activity and their employees health. After more than 8 years working around the globe gaining managing and entrepreneurship skills, Ben went back to Europe where he and his co-founder Laurent reinvented how companies can manage their team resilience and bring healthcare to workers and companies. In this episode we cover: 00:00 - Intro 01:23 - Why MedTech Is Important To Avoid Health Problems 05:47 - MedTech Ecosystem And It's Evolution 07:49 - How Covid-19 Has Transformed Companies Digitalization 09:02 - Reliable Measurement Of Health Workforce's Statistics 10:57 - The Approach When Implementing a Healthcare Service 13:27 - Employee's Data Privacy & Security 15:55 - Big Companies Challenges When Managing Healthcare 20:44 - Opportunities For Future MedTech SaaS 24:10 - Benjamin's Favorite Activity To Get Into a Flow State 25:20 - Benjamin's Piece of Advice for His 25 Years Old Self 26:37 - Benjamin's Biggest Challenges at MyC MedTech 27:48 - Instrumental Resources for Benjamin's Success 32:17 - What Does Success Means for Benjamin Today 33:45 - Get In Touch With Benjamin Get in Touch With Benjamin: https://www.linkedin.com/in/benjamincrevant (Benjamin's LinkedIn) https://www.myc.doctor (MyC MedTech Website) Mentions: Google Netflix Books: https://www.amazon.com.br/4-Hour-Work-Week-Escape-Anywhere/dp/0091929113 (The 4-Hour Work Week by Timothy Ferriss) https://www.amazon.com.br/No-Rules-Netflix-Culture-Reinvention/dp/1984877860 (No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings) Tag Us & Follow: https://www.facebook.com/SaaSDistrictPodcast/ (Facebook) https://www.linkedin.com/company/horizen-capital (LinkedIn) https://www.instagram.com/saasdistrict/ (Instagram) More About Akeel: https://twitter.com/AkeelJabber (Twitter) https://linkedin.com/in/akeel-jabbar (LinkedIn) https://horizencapital.com/saas-podcast (More Podcast Sessions)

Erin Meyer, professor at INSEAD business school, argues that long-held beliefs about culture are failing its corporate adherents. In the book, “No Rules Rules: Netflix and the Culture of Reinvention,” she and her co-author —  Netflix co-founder Reed Hastings — detail the Netflix way, exploring lessons gleaned from the company's successes and failures. For organizations looking to follow the Netflix playbook, she counsels focusing on high performance, top pay, limited rules and radical candor.   *This episode is an excerpt taken from our 2020 interview.

In today's episode, we continue our NFT compilation series where we take a nuanced look at NFTs, the implementation of Web3, and how it will affect business and marketing in the future. For today's installment, we get together with Matt Colon, Global President of Music at YMU, to talk about his work with Steve Aoki, the documentary I'll Sleep When I'm Dead, and the launch of A0k1verse NFTs. In our conversation, Matt gives an overview of how NFTs feature in the music industry, why it's so much more complex than NFTs that are made to trade visual art, and how the concept of ownership has transformed in the digital era. Tuning in you'll hear Matt break down how they built a tokenized membership community, their long-term vision for the project, and how NFTs are connecting audiences and musicians in a novel and unprecedented way. Matt describes the future ecosystem he envisions, how digital passports would work, and some of the artists who are already involved. He also delves into his thoughts on Web3, the importance of storytelling, and why he is preparing for a massive paradigm shift. To learn more about NFTs, Web3, and the music industry, be sure to tune in today! TIME-STAMPED SHOW NOTES: [00:00] Before we jump into today's interview, please rate, review, and subscribe to the Leveling Up Podcast! [00:15] Today's topic: Creating Steve Aoki's Netflix Documentary, A0k1verse NFTs, and more with Matt Colon. [00:15] Introducing today's guest Matt Colon, Global President of Music at YMU. [01:02] Matt's background and some of the figures he's worked with like Steve Aoki. [02:12] An overview of how the world of NFTs relates to the music industry in general. [04:48] What NFTs can accomplish for musicians. [06:58] Matt's perspective on the value of NFTs and the concept of ownership in the digital age. [10:23] How Steve Aoki is tackling NFTs and mobilizing his fanbase. [12:10] Steve's broad reach and his incredible touring record.  [12:43] A breakdown of the tokenized community they have built for Steve Aoki. [14:25] A0k1verse and the long-term goals of their NFT project. [18:20] The documentary I'll Sleep When I'm Dead, which Matt produced, about Steve Aoki, and how it has affected Steve's brand. [19:59] How its Netflix release changed the documentary's impact. [21:14] Steve's relationship with the director and how the documentary became a father-son story.  [24:06] Matt shares his ten-year outlook on NFTs, Web3, and the accompanying paradigm shift. [28:45] Matt shares his favorite book of the moment. [29:06] Why you shouldn't have to micromanage your employees. [31:44] That's it for today! Don't forget to rate, review and subscribe!   Resources From The Interview:   A0k1verse Matt Colon on Instagram Matt Colon on Twitter Doodles Doodles NFT   I'll Sleep When I'm Dead Must-read book: No Rules Rules: Netflix and the Culture of Reinvention     Leave Some Feedback:     What should I talk about next? Who should I interview? Please let me know on Twitter or in the comments below. Did you enjoy this episode? If so, please leave a short review here Subscribe to Leveling Up on iTunes Get the non-iTunes RSS Feed     Connect with Eric Siu:    Growth Everywhere Single Grain Leveling Up Eric Siu on Twitter Eric Siu on Instagram

Lisa Laronde, president of Powell Contracting, didn't start working in the construction industry or become president the same way peers have. Lisa teases out how to launch into higher positions while making the world a better place. Through personal experience, Lisa shows how transformational leadership created exponential growth in each company division soon after she took leadership. Lisa explains: ● How to choose between jobs and industries ● What to do when shifting from administration to operations roles ● How networking shifts influence to vault careers and revenue ● Why curiosity and listening are more powerful than expertise in the construction industry Lisa mentions the following resources in the podcast: ● Canadian Association of Women in Construction (CAWIC) https://cawic.ca/ ● No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer https://www.norulesrules.com/ Connect with Lisa on LinkedIn and learn more about Powell Contracting. Ambition Theory www.ambitiontheory.ca Host/Producer: Andrea Janzen https://ambitiontheory.ca/contact/ Free training: http://ambitiontheory.ca/freetraining/ Imposter: http://ambitiontheory.ca/imposter/

Reed Hastings is an entrepreneur and philanthropist and is the co-founder and chief executive officer of Netflix. He is also on the board of the social networking website Facebook and several non-profit organizations. Reed's first book is out in September 2020: "No Rules Rules: Netflix and the Culture of Reinvention", in which Reed reveals for the first time the unorthodox culture behind one of the world's most innovative, imaginative, and successful companies.You can read the 2009 Netflix Culture Deck online.

This week, Vinay gets into conversation with fellow global nomad Ronnie Teja whose passion for entrepreneurship and marketing has seen him run his thriving e-commerce company Branzio Watches with a customer base in 60+ countries operating across 15 websites, and with a fully remote team of 30 people in a dozen countries. Vinay traces Ronnie's entrepreneurial journey and his passion for supporting other entrepreneurs and of course, his love for travel.[4:17s] Starting off: Picking blueberries in Vancouver![10:22s] A journey into digital marketing [11:52s] Ronnie recommends 'No Rules Rules: Netflix and the Culture of Reinvention' by Reed Hastings and Erin Meyer [12:35s] Entrepreneurship: The ‘What if' question[16:49s] All about watches! [26:32s] What changed in digital marketing during the pandemic?   [31:35s] Future plans – creating an e-commerce ecosystem Check out Branzio watches at https://branzio.com/ Follow Ronnie on LinkedIn, TwitterConnect with Vinay on Twitter, LinkedIn or email him at vinay@c2cod.comWhat did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

Félix Bélisle-Dockrill is the co-founder of Axya. With a background in mechanical engineering, Félix co-founded Axya in 2019. Having worked at Bombardier in supplier quality control, he witnessed first-hand the complexities of dealing with suppliers and managing global supply chains. Since then, Axya has connected its network over 450+ buyers to 250+ local Axya suppliers specialized in metalworking parts. They have enabled numerous companies to localize portions of their global supply chains and mitigate the impacts of worldwide production delays— especially those caused by the unprecedented circumstances of the past year. Axya is now a team of 30+ employees working from anywhere in the world. Aim to be data-driven and multifaceted in my management approach, and Félix is constantly looking for ways to improve his leadership and lifelong learner skills. He was swimming at a competitive level while studying, and he did martial arts my whole life. Before launching his first business, he opened a martial arts school and taught for one year. He runs around 40km a week to stay in shape, and he looks forward to training again with partners. Books recommended in the show; Traction: Get a Grip on Your Business, by Gino Wickman. No Rules Rules: Netflix and the Culture of Reinvention, by Erin Meyer The Lean Startup: How Today's Entrepreneurs Use Continuous Innovation to Create Radically Successful Businesses, by Eric Ries Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs, by John Doerr Drive: The Surprising Truth About What Motivates Us, by Daniel H. Pink Peopleware: Productive Projects and Teams, by Timothy Lister & Tom DeMarco Feel free to connect with him on LinkedIn here; https://www.linkedin.com/in/felix-adrien-belisle-dockrill Learn more about his business here; https://axya.co/en https://ca.linkedin.com/company/axyaplatform. https://www.crunchbase.com/organization/grad4

หนังสือ No Rules Rules: Netflix and the Culture of Reinvention ของ Reed Hastings and Erin Meyer - กฎที่ว่าด้วยความไม่มีกฎอะไรเลย นั่นหมายความว่ากฎนั้นเป็นการกรอบมนุษย์ที่สร้างขึ้นมาเพื่อควบคุม (คนที่ควบคุมไม่ได้) - แล้วการที่ไม่ต้องควบคุมคนในองค์กรนั้นจะหมายถึงนัยที่สำคัญที่สุดก็คือ ผู้คนในองค์กรสามารถควบคุมตัวเองได้เกือบ 100% หรือเทียบเท่า - สมมติฐานที่เป็นหลักฐานอันสำคัญคือ หากว่าเราสามารถให้ทุกคนในองค์กรหยุดงานได้ และสามารถลาพักร้อนได้โดยแจ้งล่วงหน้าเพียงแค่ไม่กี่วัน จะช่วยเพิ่มประสิทธิภาพการทำงานได้จริงไหม - การทดสอบจะไม่เกิดขึ้นจริง หากว่าเราไม่เปิดใจที่จะทดลองมัน ผู้นำองค์กรที่ดีไม่ใช่เพียงแค่คิด แต่จะต้องลงมือกระทำจริง แล้วผลลัพธ์จะเป็นอย่างไรก็ค่อยแก้ไขกันไปตามสถานการณ์ - หนังสือเล่มนี้ไม่เหมาะสำหรับคนที่ไม่เปิดใจเรียนรู้อะไรใหม่ ๆ เพราะการแหกกฎต่าง ๆ ของชีวิต จำเป็นจะต้องมีจิตใจที่กว้างขวางพอสมควร หากคุณเป็นคนที่ไม่ชอบมีกฎระเบียบก็ควรจะอ่านอย่างยิ่ง

Antes de ser a plataforma de streaming que você conhece hoje, a Netflix era uma empresa de aluguel de DVDs. Você fazia o pedido e eles te enviavam por correio. Neste livro, que recomendamos para todos que estão fundando uma empresa ou buscando se transformar culturalmente para o contexto digital, o fundador e CEO Reed Hastings se uniu a especialista de negócios Erin Meyer para contar pela primeira vez sobre a cultura que transformou a marca em um exemplo inigualável de criatividade e adaptação. Prepare-se para descobrir uma empresa sem regras, e que funciona!

Erin Meyer, author, and professor at INSEAD Business School wrote the best business book of 2020, No Rules rules: Netflix and the culture of reinvention. In this podcast she outlines how you could implement the Netflix way of organization.Thanks to Oslo Business Forum for connecting Shifter with Erin Meyer. See acast.com/privacy for privacy and opt-out information.

Ashley interviews author and editor Heather Taylor-Johnson. When Heather was diagnosed with Ménière's disease at age 25, one of the many things it meant was quitting skydiving. She discusses how more than two decades of living with chronic illness have inspired her writing and led to the anthology 'Shaping the Fractured Self: Poetry of Illness and Chronic Pain'. She also shares Van Gogh's misdiagnosis with her condition, describes how a year of studying art has changed her writing process, and tells us about her latest book, 'Rhymes with Hyenas'. Learn more about Heather on her website, and buy a copy of 'Rhymes with Hyenas' from your local bookshop, Booktopia or wherever else books are sold.  Heather Taylor-Johnson is a writer and editor. Born in Minnesota and now living in South Australia, she has written novels and poetry collections, and is the editor of 'Shaping the Fractured Self: Poetry of Chronic Illness and Pain'. Her writing has been published in Meanjin, Southerly, Cordite, Westerly, Griffith Review, Island and TEXT. She lives with Ménière's disease, a disorder of the inner ear. Books and authors discussed in this episode: Beauty is a Verb: The New Poetry of Disability by Jennifer Bartlett (ed); Prosopagnosia by Sonia Hernandez; No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer Get in touch! Ashley's website: ashleykalagianblunt.com Ashley's Twitter: @AKalagianBlunt Ashley's Instagram: @akalagianblunt James' website: jamesmckenziewatson.com James' Twitter: @JamesMcWatson James' Instagram: @jamesmcwatson

Join Cathy and Mike for our breakdown of S1E4 of Ted Lasso, “For the Children”.  This episode of Ted Lasso is jam-packed with advice.  Find out who in FC Richmond's extended family follows Netflix's 4 A's of Feedback--and who most definitely doesn't.  Also: Buffy and the 2 Ruperts. The power of “holding environments” and perspective-taking.  Finally, are you Team Lasso or Team Seinfeld?   Also on the pod: No Rules Rules: Netflix and the Culture of Reinvention by Reed Hasting and Erin Meyer Ronald Heifetz, Leadership without Easy Answers Stuff Mr. Giles Says (caution: period background music) No hugging, no learning

My guest today is Destaney Wishon. Destaney is the CEO and Co-Founder of BetterAMS, if this name sounds familiar, she is a business partner of Talyor Benterud who we had on the show previously. In the world of Amazon, Destaney has a reputation as one of the top PPC experts. She and her team helped dozens of companies to increase their sales from $100k to $3.9 mill on Amazon. Today we are going to talk about Destaney's entrepreneurial journey, and I will pick her brain on all things PPC. Links from the episode: Fiverr - https://www.fiverr.com Taylor Benterud's YouTube Channel - https://www.youtube.com/c/TaylorBenterud Books Destaney Recommend:  How To Win Friends and Influence People by Dale Carnegie - https://www.amazon.com/How-To-Win-Friends-Influence-People?tag=10mj-20 No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer - https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention?tag=10mj-20 The Sales Acceleration Formula: Using Data, Technology, and Inbound Selling to go from $0 to $100 Million by Mark Roberge - https://www.amazon.com/Sales-Acceleration-Formula-Technology-Inbound?tag=10mj-20 Connect with Destaney: LinkedIn - https://www.linkedin.com/in/destaney-wishon/ Instagram - https://www.instagram.com/destaneyw/ Facebook - https://www.facebook.com/destaney.wishon Websites and Company Social Media: Better AMS - https://betterams.com/ Linkedin - https://www.linkedin.com/company/betterams Facebook - https://www.facebook.com/TheBetterAMS Instagram - https://www.instagram.com/betterams YouTube - https://www.youtube.com/c/BetterAMS/videos   Want to sit down with Anatoly 1 on 1 ? Even though I keep saying I AM NOT A GURU, many of you ask to sit down and pick my brain. I have decided to do a 1h HELP calls. There are 2 purposes: 1st to support you in your journey and second also to be able to break even on the production of this podcast (each episode editing, marketing, guest research etc takes about $60 - $150 to produce). Now you can schedule 1h with me, and we can talk about launching products, hiring, product research, keywords, mindset, how I did an Ironman or anything at all. Link is here - https://calendly.com/anatolyspektor/anatoly-connsulting-1h    ANATOLY's TOOLS: Product Development: Helim10 - I use it for  Product Research, Keyword tracking and Listing Optimization .  SPECIAL DEAL: Get 50% your first month or 10% every month: http://bit.ly/CORNERSIIH10  Pickfu - I use it for split testing all of my products and for validation ideas .  SPECIAL DEAL: First split test 50% 0ff  https://www.pickfu.com/10mj Trademarking: Trademark Angels - For all my trademarking needs.  SPECIAL: Mention Anatoly and 10MJ podcast and get 10% Off your trademark. HR: Fiverr -  I hire my 3dMockup person and images label designer here on Fiverr - http://bit.ly/10mjFIVERR Upwork - I hire people long term on Upwork - upwork.com  Loom.com - for creating SOP's, I record everything on Loom and give to my VA's Keepa.com - to track historical data such as prices   ANATOLY's  3 Favorite  Business Books: DotCom Secrets by Russel Brunson - I think this is a must read for every online entrepreneurs - http://bit.ly/10MJDotCom 4 hours work week by Tim Ferriss  - This book changed my life and made my become an entrepreneur - http://bit.ly/10MJ4WW The Greatest Salesman In The World  by Og Mandino - Old book but it goes to the core of selling -  http://bit.ly/10MJGREATSM    DISCLAIMER: Some Links are affiliate, it costs you nothing, but helps to keep this podcast on the float   Have questions? Go to https://www.10millionjourney.com Follow us on Instagram: @10millionjourney

Tisha Schuller welcomes Tim Mohin, executive vice president and chief sustainability officer at Persefoni, to the Energy Thinks Podcast. Tisha and Tim discuss:· Tim's book, Changing Business from the Inside Out, and its guidance on corporate responsibility and ESG;· ESG and sustainability transitioning from a superficial marketing pitch to a company's long-term focus;· Tim's opinion piece on the shift in ESG data reporting and the rigor companies need to meet investor demand for data;· The anticipated U.S. Securities and Exchange Commission (SEC) climate disclosure requirements;· Tim's opinion piece and views on boards' impact on company sustainability efforts;· Embracing ESG strategies with boards and the No Rules Rules: Netflix and the Culture of Reinvention example; and,· Leadership qualities and the courage necessary for business cannibalization.Tim Mohin is the executive vice president and chief sustainability officer at Persefoni, a global venture-backed SaaS company that strives to help organizations lower their carbon footprint by providing the appropriate solutions and tools. He also serves as a stakeholder adviser to BASF's board and a member of the faculty advisory group on ESG Competent Boards. Before Persefoni, Tim was the chief executive for the Global Reporting Initiative for about three years. He also held multiple corporate responsibility and sustainability roles at companies including Advanced Micro Devices, Apple, and Intel. In addition to being a game-changing leader in the workplace, Tim wrote Changing Business from the Inside Out: A Treehugger's Guide to Working in Corporations to give readers advice on navigating the corporate responsibility sector. He received a Bachelor of Science in Environmental Biology from State University of New York College at Cortland in 1982 and received a Master of Engineering Management with a focus on Environment from Duke University in 1984.Subscribe here for Tisha's weekly "Both Things Are True" email newsletter. Follow all things Adamantine Energy at www.energythinks.com. Thanks to Lindsey Gage, Adán Rubio, and Michael Tanner who make the Energy Thinks podcast possible. [Interview recorded on August 23, 2021]

Tisha Schuller welcomes Tim Mohin, executive vice president and chief sustainability officer at Persefoni, to the Energy Thinks Podcast. Tisha and Tim discuss:· Tim's book, Changing Business from the Inside Out, and its guidance on corporate responsibility and ESG;· ESG and sustainability transitioning from a superficial marketing pitch to a company's long-term focus;· Tim's opinion piece on the shift in ESG data reporting and the rigor companies need to meet investor demand for data;· The anticipated U.S. Securities and Exchange Commission (SEC) climate disclosure requirements;· Tim's opinion piece and views on boards' impact on company sustainability efforts;· Embracing ESG strategies with boards and the No Rules Rules: Netflix and the Culture of Reinvention example; and,· Leadership qualities and the courage necessary for business cannibalization.Tim Mohin is the executive vice president and chief sustainability officer at Persefoni, a global venture-backed SaaS company that strives to help organizations lower their carbon footprint by providing the appropriate solutions and tools. He also serves as a stakeholder adviser to BASF's board and a member of the faculty advisory group on ESG Competent Boards. Before Persefoni, Tim was the chief executive for the Global Reporting Initiative for about three years. He also held multiple corporate responsibility and sustainability roles at companies including Advanced Micro Devices, Apple, and Intel. In addition to being a game-changing leader in the workplace, Tim wrote Changing Business from the Inside Out: A Treehugger's Guide to Working in Corporations to give readers advice on navigating the corporate responsibility sector. He received a Bachelor of Science in Environmental Biology from State University of New York College at Cortland in 1982 and received a Master of Engineering Management with a focus on Environment from Duke University in 1984.Subscribe here for Tisha's weekly "Both Things Are True" email newsletter. Follow all things Adamantine Energy at www.energythinks.com. Thanks to Lindsey Gage, Adán Rubio, and Michael Tanner who make the Energy Thinks podcast possible. [Interview recorded on August 23, 2021]

Hard work is irrelevant. Be radically honest. And never, ever try to please your boss. Would you believe these are the rules Netflix has lived by to reach their stratospheric level of growth and success? Well, in this week's conversation with special guest Erin Meyer, co-author of No Rules Rules: Netflix and the Culture of Reinvention, you learn exactly why following them will help grow your business and attract the talent your business needs to become the next “Netflix” of your market!  --   Order Erin Meyer and Reed Hastings' book, No Rules Rules: Netflix and the Culture of Reinvention, at NoRulesRules.com.   Get access to the upcoming Business Made Simple Live Coaching event: Talent Management - Your Playbook for Hiring and Compensating Top Talent on Thursday, August 26 at 10a (CT). Just go to BusinessMadeSimple.com and register now! After you sign up you'll also get access to all of our on-demand business courses as well as our upcoming monthly live coaching events. Discover how to attract, hire and manage top talent at our next live coaching event on Thursday, August 26 by going to BusinessMadeSimple.com!   At Business Made Simple we help you discover what's wrong with your business and show you how to fix it.

Ando con ganas de mejora, y esto me ha llevado a leer (un poco por aquí, otro poco por allá) algunos libros de no ficción. En este episodio, hablo de "No Rules Rules: Netflix and the Culture of Reinvention", que nos permite conocer mucho de la singular cultura de esta compañía. El sobrevivir y sobre todo reinventar su modelo de negocio no pudo ser posible si no existiera un cierto comportamiento en su capital humano; curiosamente a lo que podríamos esperar, quitar el control fue lo que permitió llevar a Netflix al lugar al que está hoy día. Entérate como lo lograron en este episodio. Espero les guste!

Fro talks about: Explains how Dental Insurance was broken How Beam Dental reduced effort to create a better Member Experience The importance of culture and core values  The book that has influenced Fro the most in the past year:·      No Rules Rules: Netflix and the Culture of Reinvention: https://amzn.to/3rtPaEX  His note to all CX professionals:“Everybody's job is Customer Support. We should all be thinking about the Member Experience, and working on it every day, no matter your title. ”Transcript: https://press1fornick.com/alex-frommeyer/ ***ABOUT NICK GLIMSDAHLSubscribe to my weekly newsletterFind me on TwitterFind me on LinkedIn***LISTENER SUPPORTSupport this show through Buy Me A CoffeeBOOK RECOMMENDATIONS:Learn about all the guests' book recommendations here: https://press1fornick.com/books/  BROUGHT TO YOU BY:VDS: They are a client-first consulting firm focused on strategy, business outcomes, and technology. They provide holistic consulting services to optimize your customer contact center, inspiring and designing transformational change to modernize and prepare your business for the future. Learn more: https://www.govds.com/ This podcast is under the umbrella of CX of M Radio: https://cxofm.org/Podcast-Shows/ SPONSORING OPPORTUNITIES:Interested in partnering with the Press 1 For Nick podcast? Click here: https://press1fornick.com/lets-talk/ ★ Support this podcast on Patreon ★

Erin Meyer is the co-author of No Rules Rules: Netflix and the Culture of Reinvention, which she co-authored with Reed Hastings, the founder and CEO of Netflix. She is also the author of The Culture Map and a professor at INSEAD. For the book, No Rules Rules, Erin spent a lot of time observing the corporate culture inside of Netflix, she interviewed employees, and got first hand stories of how the company values started from Reed himself. Netflix definitely has a unique culture and an interesting way to give employees freedom. While not every company can use their method of autonomy, there are lessons we can all learn from how they operate. What led Erin to write No Rules Rules Erin's first book, The Culture Map, came out in 2014 and it dove into the topic of how people of different backgrounds and cultures can work together harmoniously and effectively. The book really took off over the next few years and in 2016 Erin received an email from a fellow Peace Corps volunteer who was interested in learning more about her book and how to implement the method in his own company. That person was Reed Hastings, the co-founder and co-CEO at Netflix. So Erin went in to help Netflix get ready for their international expansion and while she was there she became fascinated with the company's culture because it was so strange and unique. “I conducted a big research project, I interviewed about 200 employees at Netflix, and I spent a lot of time with Reed himself, trying to understand what it was about this organizational culture that was breeding so much innovation and flexibility in the company. And then what it was that other business leaders around the world or even just team leaders could learn from this company about how to be more innovative and flexible themselves. And that's what we wrote the book [No Rules Rules] about.” Why the culture at Netflix is so different When asked what her first impressions were of the Netflix culture when she first started, Erin admits she was a bit “startled” by it and there were some things that initially concerned her. One example of something that concerned her was one of the slides in the Netflix culture deck which said, “adequate performance gets a generous severance”. Erin says, “It concerned me because at INSEAD where I teach, there had been, there was so much talk, and still today, of course, about the idea of focusing exclusively on psychological safety in a workplace. I just didn't understand how an organization today could be running around, not make your employees feel safe, but tell your employees if they're not excellent, they're out.” But even though it initially concerned Erin, it also was intriguing and a bit refreshing to see a company be so blunt about what it was going to be like to work there. So many companies tell potential new hires wonderful stories about what it's like to work at the company, things they think people want to hear. It's a great work environment, you'll love everyone you work with, the work is exciting and engaging, and you won't ever get burned out. That's what they'll say when the person is interviewing for the job, but then once they start they find out that people are backstabbing each other, it's a toxic work environment, they are expected to work 60+ hours a week, and they are doing boring, monotonous tasks. To see a company really be blunt and open about what the culture is actually like is extremely rare. So even though the wording may sound harsh, anyone who applies for Netflix knows up front it's going to be hard work and you will have to bring your best self every day, and that may not be for everyone. “I was so tired, just so sick of looking at corporate cultures or people who worked at companies who said what their corporate cultures were and then say, Oh, it's about integrity and respect and excellence. You know, there's nothing wrong with saying that your organization values respect, it's just that there's no good credible option to respect right? No company would run around saying they value disrespect, or that they value corruption. And I think that was actually one of my really overarching learnings to this research, was that if you really want to articulate a corporate culture that means something, that takes a root and impacts the way your employees are behaving, that you really want to avoid speaking in absolute positives, like integrity or respect, that have no good opposite option. And instead, focus on the tensions or the dilemmas that your employees are facing on a day to day basis.” We are a team, not a family Another way Netflix goes against the grain is in the methodology behind their corporate culture. Their mindset is, we are a team, not a family. And we're not just a regular team, we are an Olympic team. We work together, we have cohesion and teamwork, but there's no job security. When you get hired for a certain position you are there for as long as you are the best person for that job, but when you are no longer the best person for the job you will be replaced by someone else who is. As Erin shares, in the Industrial Era most of the time employment was for life, so you really were a family. But now, with the increasing pace of change and uncertainties that is no longer the case, we can't have teams where we can't easily move people on and off. This may seem harsh, and it's definitely not for everyone, but employees who work for Netflix opt into that work environment. They know up front what it will be like and what is expected of them. And if they accept the job they know they will get paid well, they will get to work on some amazing projects, they will have exceptional co-workers, etc… How Reed came up with the Netflix culture foundation There are three main pillars that make up the Netflix culture and allow the leaders there to give employees freedom. And these three things came from the experience Reed had at the first company he opened, Pure Software. Because Pure Software was a small entrepreneurial startup they operated without formal processes and policies. Everyone was expected to use their best judgement and make good decisions for the company, which worked when they first started with a small team. People enjoyed working there, they had freedom, there was a lot of creativity and innovation. But then the company began to grow quite quickly. And as the company grew--from a handful of people to 1,000--people started to do stupid things and took advantage of the freedom they were given. There was no policy against having dogs at work, so one woman started bringing her dog in every day and he would chew through the carpets. Another employee who had to travel for work decided because there wasn't a policy about travel he would start flying first class all the time. Because this was still a fairly new company, they didn't have a lot of extra money, so these things people kept doing really hurt the company and frustrated Reed. So he sat down with HR and wrote an employee handbook to address all these issues. But as they implemented these rules and policies something else happened--the creative people started leaving and innovation slowed down. Erin says it got so bad Reed had to sell the company. So when Reed opened up Netflix he went in with two guiding principles--employee freedom breeds innovation and process kills organizational flexibility. But he was also worried that if he didn't have some policies in place the organization would descend into chaos. So he had to figure out how to give freedom without processes and policies. The three pillars of Netflix culture As Reed was figuring out what to do with the culture at Netflix he realized that in most organizations most of the procedures and policies are put into place to deal with medium to poor employees. So if you could get a culture that was made up of only top employees then you could give them a lot more freedom. And then you also have a culture with a lot of candid feedback so that employees could feel secure speaking up if and when someone did take advantage of the freedom. So Reed came up with three pillars that are still used inside of Netflix to create a culture of freedom, creativity, and innovation. They are: Talent Density--In order to give freedom without limits and policies you need a high performing team and you can't let middle performers hang around. Leaders perform regular “keeper test” exercises with employees. If that employee came to you today and said they were leaving, how hard would you fight to keep them? If you wouldn't fight or if you would feel a bit relieved, then they aren't the right person for the role. Candor--The leaders inside Netflix encourage a lot of candid feedback. The key is having some guidelines to the feedback and Erin shared the four A's--Aim to assist, it has to be actionable, show appreciation, accept or decline. Everyone provides feedback--employees to leaders, leaders to employees, and employees to coworkers. Freedom--Once you have talent density and candor, then you are in a position to give freedom. If you want to go on vacation--go, if you need to make a purchase--do it, if you need to make a decision--make it. You are expected to act like an adult and act in the best interest of the company. Instead of using a hierarchical pyramid, Netflix uses a decision making tree with the leaders at the bottom down in the dirt, watering the roots of the company. Now more than ever we need to take a step back to define what it means to be a leader and what great leadership looks like. But this isn't easy to do. In fact, many business leaders struggle with this. You cannot become and build what you don't define. In the PDF you will get a framework you can follow and also see how some of the world's top CEOs define leadership. Click here to get the PDF. Get the latest insights on Future of Work, Leadership and employee experience. http://futureofworknewsletter.com/  Let's connect on social! Linkedin: http://www.linkedin.com/in/jacobmorgan8 Instagram: https://instagram.com/jacobmorgan8 Twitter: http://www.twitter.com/jacobm Facebook: https://www.facebook.com/FuturistJacob  

From virtually no spending controls to ‘just take some' vacation, Netflix's innovation has stemmed from a simple set of rules. Erin Meyer uncovers how you can foster a culture of freedom and innovation.  The episode is sponsored by Stitch Fix, an online personal styling service. Shopping for new clothes can be needlessly stressful so why not let Stitch Fix make it easy by doing the work for you so you can spend time doing the things you love instead. Stitch Fix offers clothing hand-selected by expert stylists for your unique size, style, and budget. Every piece is chosen for your fit and your life and it's the easy solution to finding what makes you look and feel your best. Get started today at https://www.stitchfix.com/men?utm_source=timecrafting&utm_content=Podcast&utm_medium=Podcast&utm_campaign=podcast%7Ctruenativemedia%7Cmens%7Cm%7Cfix%7Cpros%7Cweb%7Cus%7C (StitchFix.com/timecrafting) and you'll get 25% off when you keep everything in your Fix! This episode is sponsored by BetterHelp. BetterHelp offers you access to your own licensed professional therapist – all from the comfort of wherever you are. You can arrange weekly video chats or phone calls, text with your carefully curated counsellor, and do so at an affordable price. And anything you share is confidential. I've been using BetterHelp for a while and I am highly impressed. It's been a huge help for me and I know it can be the same for you. Start living a happier life today with BetterHelp. As a listener, you'll get 10% off your first month by visiting https://betterhelp.com/timecrafting (betterhelp.com/timecrafting). Give BetterHelp a try today. This episode is sponsored by Sit Down, Startup, a new weekly podcast from Zendesk. Getting your business off the ground is hard. Find out why customer experience is at the heart of success. The startup's team chats with Zendesk leaders, founders, and CEOs in a coffee-shop style conversation about starting up when the world is upside down. Catch weekly fresh new episodes on Apple, Google, and Spotify. Head over to Sit Down, Startup https://www.zendesk.co.uk/campaign/sitdownstartup/ (here). This episode is sponsored by LinkedIn Jobs. When your business is ready to make that next hire, LinkedIn Jobs can help by matching your role with qualified candidates so that you can find the right person quickly. You can pay what you want and get the first $50 off. Just visit https://linkedin.com/timecrafting (linkedin.com/timecrafting) to get fifty dollars off your first job post. Terms and conditions apply. Erin Meyer is an author and professor at INSEAD Business School, based in Paris. She is most known for writing the book, The Culture Map: Breaking Through the Invisible Boundaries of Global Business. Her work focuses on how the world's most successful leaders navigate the complexities of cultural differences in a multicultural environment. Erin joins the show to share how we can all lead with a culture of innovation. In this conversation, I go through her latest book that she co-authored with Netflix CEO Reed Hastings, No Rules Rules: Netflix and the Culture of Reinvention. Tune in to learn more about what frameworks foster freedom, how a workplace can operate with no policies, and what you can learn from the ‘Keeper Test'. Talking Points The kind of ‘no rules ethos' Netflix follows (05:39) The impact of freedom and how it fosters high density talent (09:14) Having thick skin (12:26) Building a culture of candor and feedback (21:35) The ‘take some' vacation policy (24:37) How to build a culture similar to Netflix (33:28) Quote "Feedback is rarely comfortable but it helps us in incredible ways." Helpful Links https://www.amazon.co.uk/No-Rules-Netflix-Culture-Reinvention/dp/1984877860 (‘No Rules Rules' by Erin Meyer and Reed Hastings) https://www.amazon.co.uk/Culture-Map-Decoding-People-Cultures/dp/1610392760/ (‘The Culture Map' by Erin Meyer) https://erinmeyer.com/...

Welcome to episode 14 of The Numbers Game podcast. In this episode we chat about taking the emotion out of money and what it's really like working with a financial planner. On this episode, we discuss:Jasons book recommendation:No Rules Rules: Netflix and the Culture of Reinvention Book by Erin Meyer and Reed HastingsReading The Play:Un-Employment in Australia is downShould you lock in a fixed interest rate for your mortgage?Buying a commercial property through your businessThe importance of strategyLosing it:Not understanding your strategy and long term planRisk of shifting your super to cashHow to find a financial advisorInsurance is a long term planAsking the hard questionsWhat it's like working with a Financial AdvisorUnderstanding your financial goalsLeaving a legacyRemoving the emotion from moneyUnderstanding which fund is right for youThe shift in the financial planning industrySend us an email: hello@thenumbersgamepodcast.com.auThe Numbers Game is brought to you by Future Advisory & Inovayt.Hosts:Nick Reilly Jason RobinsonMartin Vidakovic

Netflix has become a force to be reckoned with in the business world, from its inception as a DVD rental service by mail to famously eliminating Blockbuster from the industry. Netflix's content streaming technology has reinvented media distribution making it more accessible than ever at our own fingertips. But before all the innovations and accomplishments were made by this influential company, success began when their corporate culture was established. Youtube Channel: Daniel Calderone Instagram: @d.calderone All Rights Reserved - NinetyFour Productions Inc.

Measuring team member performance With Brent Charlton In this episode we talk with Brent Charlton of Altitude Advisers about measuring team member performance, as applied in his own multidisciplinary practice. Amongst a range of interesting topics, we discuss how Brent developed a system to suit his firm, beginning with basic spreadsheets and evolving into a more sophisticated online application that is now available for other firms to use. During the interview, Brent discusses how team members can be objectively measured against predetermined goals and KPI's. He explains how regular reviews can be linked to team member development and outcomes based remuneration increases. Brent also shares some interesting aspects about how team members can self assess their performance, set their own development goals and participate in an equitable quarterly profit share plan, all within an overarching system. To find out more about the Balanced Scoreboard, visit www.balancedscoreboard.com.au (It's a straight forward process to book a demonstration from the website.) In the interview Brent mentioned an audio book he's been listening to, details of which appear below – No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer Email: Brent@altitudeadvisers.com.au Phone: 07 3209 2300 Web: www.altitudeadvisers.com.au Linked In: https://www.linkedin.com/in/brentcharlton/ Scott's contact details are: Email: scott@slipstreamcoaching.com.au Phone: 0409 870 330 Web: www.slipstreamcoaching.com.au Linked In: www.linkedin.com/in/scottcharlton To take an interest in Tim Lane's music, which is featured on the episode: Facebook: The Backstick Agenda. (Please go and Like this page.) Website: www.thebackstickagenda.com/ To see film clips and to hear Tim's music: https://thebackstickagenda.bandcamp.com/   (To purchase Tim's music, you need to register on Bandcamp before you can download.)

It's time to talk about No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Miller   Our next will be Upstream: The Quest to Solve Problems Before They Happen by Dan Heath

Raphaël nous plonge dans l’univers de cette AssurTech qui a développé un service aux petits oignons pour ses clients. Que ce soit dans la résiliation de son précédent contrat, la souscription, la gestion du sinistre et l’accompagnement dans la gestion de son foyer, Luko a su mettre en place des processus opérationnels optimisés et repenser cette chaine de valeur très complexe et longue. Proposant ses services de manière simple et transparente, Luko met en avant une culture du “Give back” qui permet un alignement d’intérêts entre les assurés et la société. Raphaël est totalement transparent sur la manière dont l’AssurTech s’est structurée d’un point de vue réglementaire, ses relations avec les réassureurs MunichRe et SwissRe mais également comment cette scaleup est à même de prester ses services à l’international. Nous reprenons en détail ce qui rend l’expérience client de Luko si unique que ce soit dans la gestion des sinistres ou la résiliation des assurances existantes de leurs nouveaux assurés. Nous découvrons les nouveaux services comme la télémédecine du logement ou le home care et comprenons comment Luko utilisé la donnée pour renforcer l’excellence opérationnelle. On repart avec un livre à lire :  No Rules Rules: Netflix and the Culture of Reinvention de Reed Hastings Bonne écoute à tous ! Pour contacter Luko : site / LinkedIn. Le contact de Raphaël Vullierme : LinkedIn.   Pour soutenir Finscale : S'abonner au podcast pour écouter le prochain épisode Mettre 5 étoiles sur Apple podcast pour aider d'autres personnes à découvrir ce podcast  Belle écoute et à la semaine prochaine !

Let's discuss Tribes by Seth Godin. Next up - No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings & Erin Meyer

Note: the recording of this episode starts a minute or two into the show.Ali recommends: The Hard Thing about Hard Things  by Ben Horowitz [0:18]Ben recommends: High Output Management by Andy Grove [4:36]Marc recommends: Who Really Matters: The Core Group Theory of Power, Privilege, and Success by Art Kleiner [10:48]Best read for enterprise sales: Power Base Selling by Jim Holden, et al [13:06]Microsoft, Google, government contracts, and politicized workplaces [16:28]Marc recommends: The Tyranny of Structurelessness by Jo Freeman [29:32]Ali recommends: Radical Candor by Kim Scott [33:19]Ben recommends: No Rules Rules: Netflix and the Culture of Reinvention  by Erin Meyer and Reed Hastings [44:19]Ben recommends: Working Backwards: Insights, Stories, and Secrets from Inside Amazon by Colin Bryar [50:28]How they are approaching the return to work and remote work [53:00]Boss Talk is the Clubhouse show where a16z cofounder Ben Horowitz and Ali Ghodsi, the Founder/CEO of Databricks, discuss CEO stuff, leadership stuff, management stuff... boss stuff. Live every Tuesday 5-6pm on Clubhouse. For more a16z Clubhouse shows, follow the a16z Club on Clubhouse or visit www.a16z.com/clubhouse. 

Kicking off Mental Health Awareness Month, today's episode features Somesh Dash. He was recognized as one of the top 100 venture capitalists by The New York Times and CB Insights and by GrowthCap as one of the top 40 under 40 Growth Investors. With roots in India, Somesh Dash, the Managing Director and General Partner of IVP sits down with Sean Li to have an epic conversation around topics ranging: their shared experience of immigrating to the United States, the importance of mental health in the business space, violence against Asian Americans, the Ronald Reagan era, racism, and cultural awareness. We gain insight as Somesh walks us through his story of coming up in Silicon Valley. He takes us to the heyday of the dotcom movement and the height of tech IPOs, what he's learned about venture capital, and how lending a quarter to a random stranger over 20 years ago led him to where he is today. *Episode Quotes:* ----------------- *On mental health:* "Coming out of the pandemic, I really think people are going to want to maintain some of the good that came out of this virtualized world, which is being able to slow it down, think a little bit about what's important to them or not, and get the help they need. I think the reality is we're all seeing every day in the news examples of breakdowns in our public health infrastructure that are leading to some of these massive societal issues. A lot of the stuff is related to mass shootings and violence and communities—the root of it is community health and mental health. And unfortunately, the system hasn't modernized in the way that science has or that the private sector has. So, I'm bullish that entrepreneurs and startups and growth companies can make a real difference while doing it in conjunction with local state and federal governments." *On venture capital:* "Part of venture more than ever now is storytelling. It's storytelling to the entrepreneur about who you are as an individual or as a firm and why you could be a great partner to them, especially for competitive rounds. It's telling the story of the company to outside stakeholders, whether it's trying to recruit executives or board members, trying to help with customer acquisition, trying to help with the public markets story. I mean, a lot of what you do is becoming, in a sense, an evangelist for these companies." *On cultural awareness:* "And that always stuck to me, which is, even as a kid growing up here, I grew up seeing a lot of things around—it was more of just ignorance about Indian culture as I'm sure you saw, Sean, with Chinese culture. But once you expose people to it, I mean, who doesn't want to go to like a big Indian wedding?" "I think the stories that you have, Sean, or I had, are the things that can actually sway public opinion more than just the policy or just the talking heads on cable television. And I wish there was more discourse about that because I think once people realize how much more similar we all are than different, I think the racism we're seeing, the xenophobia, naturally begins to ebb." *Show Links:* ------------- * LinkedIn ( https://www.linkedin.com/in/someshdash/ ) * IVP ( https://www.ivp.com/ ) * No Rules Rules: Netflix and the Culture of Reinvention ( https://www.amazon.com/No-Rules-Netflix-Culture-Reinvention/dp/1984877860 ) * Trillion Dollar Coach: The Leadership Playbook of Silicon Valley's Bill Campbell ( https://www.amazon.com/Trillion-Dollar-Coach-Leadership-Playbook/dp/0062839268 ) * The Far Field ( https://www.amazon.com/Far-Field-Madhuri-Vijay/dp/0802128408 ) Support this podcast at — https://redcircle.com/onehaas/donations

"No Rules Rules: Netflix and the Culture of Reinvention" - лучшая бизнес книга 2020 по версии McKinsey&Co. Катя проведет Вас не только по лучшим моментам, но и на личном опыте расскажет, почему эта книга действительно стоящая и читать ее нужно каждой и каждому, кто хочет развиваться и расти. Enjoy!    

Michael Hardiman describes the Denver Lab School as in its embryonic stage. Recorded 18 months prior to the opening of school - the journey seems monumental, but Michael is on a path to create a unique learning experience that will greatly impact those he seeks to serve! mhardiman@denverlabschool.org2:30 Holderness School2:45 Phil Peck4:15 AmeriCorps5:00 Windermere Prep6:00 Klingenstein Center9:45 Vinny Dotoli10:00 Brooklyn Independent Middle School10:00 Orly Friedman22:00 Vivid Vision by Cameron Herold22:15 Traction by Gino Wickman23:45 Mastery Transcript Consortium®27:15 No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings42:30 North American Outdoor Leadership Schools47:00 Creative Schools by Ken Robinson  - Do schools kill creativity? - TED Talk47:30 Excellent Sheep by William Deresiewicz 47:30 Make It Stick by Peter C. Brown48:00 John Dewey Academy - Experience And Education by John DeweyHere are some additional resources supporting our mission.Episodes, Feeback, Show Notes & more - www.elevateschool.usFacebook Group   LinkedIn GroupConnect with Matt on LinkedInConnect with Kevin on LinkedInComments or Questions? - kevin@theSMARTsub.com

In this episode, our guest is Aiden Wollner, CEO of Away Digital Home, on Talent Density, Meditation For Busy People, And Embracing Technology.   chiefmaker.com/197   Want to accelerate your next promotion? Complete your FREE Career Scorecard: www.chiefmaker.com/score-card   We talk all about: The importance of honesty in business; Talent density and finding star employees; Meditation techniques for busy individuals; and Embracing technological opportunities and turning them into meaningful strategies. Connecting with Aiden Wollner You can connect with Aiden via LinkedIn. You can also find out more about Away Digital Home. Books and resources No Rules Rules: Netflix and the Culture of Reinvention - by Reed Hastings and Erin Meyer Transcendental Meditation

En este nuevo episodio, Ron habla sobre el cómo el proceso de feedback, aunque muy conocido en ambientes creativos, regularmente no es llevado a cabo en buena forma en la mayoría de agencias, estudios, etc. Referencias en el episodio: No Rules Rules: Netflix and the culture of reinvention Creativity, Inc.: Overcoming the Unseen Forces That Stand in the Way of True Inspiration --- Support this podcast: https://anchor.fm/take-away-el-podcast/support

Are you one of the 20 million to download the Netflix Culture deck? Whether you did or just looked it up now, you will recognize that Netflix operates at the edge of chaos, or so it seems. Yet, they have been able to re-invent themselves as the environment has shifted and created a company of innovators. Erin Meyer is the co-author of No Rules Rules Netflix and the Culture of Reinvention with Netflix co-founder Reed Hastings. She joins Kevin to talk not only about culture but building a culture of freedom. Netflix encourages all employees to make decisions based on the context and direction of the company. This can only happen with strong leadership, foundational principles, and the right employees. Although Erin uses Netflix as the example, there are lessons and principles which can apply to your organization and your team. This episode is brought to you by… 13 Days to Remarkable Leadership, a free leadership video series based on Kevin's book, Remarkable Leadership. Additional Leadership Resources Book Recommendations: No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer Captain Underpants: 10 Book Set by Dave Pilkey Big Box of Big Nate: Big Nate Box Set Volume 1-4 by Lincoln Peirce Connect with Erin Meyer: Book Website | Website Related Podcast Episodes: Building a Powerful Culture with Patty McCord. Innovation is Everybody's Business with Tamara Ghandour. Creating Courageous Cultures with Karin Hurt and David Dye. Subscribe to the Podcast Don't miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app. Join Our Facebook Group Join our Facebook community to network with like-minded leaders, ask us questions, suggest guests and more. We welcome your wealth of experience and hope you will join us in sharing it with others on their leadership journey. You can join the group here: facebook.com/groups/RemarkableLeadershipPodcast/

We had a lively discussion about No Rules Rules: Netflix and the Culture of Reinvention by Erin Meyer and Reed Hastings. Some of us loved it. Some not so much. Listen in on how we hash through new ideas and how (and what) we want to implement at Turntide.

Don Hobbs is a Personal Development and Marketing Expert, Speaker, Trainer, President of SUCCESS Magazine and has worked with Jim Rohn and Tony Robbins. Here's What We Cover in This Episode You don't always have the path, just start moving Begin with the end in mind Opportunities many times come full circle Changes to how business is being done today Tear the factory down and reinvent as Andrew Carnegie did Watch your thinking about being invincible You are bigger than you know Don's Book Recommendation https://www.amazon.com/gp/product/1982109661/ref=as_li_tl?ie=UTF8&tag=successascent-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=1982109661&linkId=818d32b4ba4921219dbc3864f2985bf6 (The Future Is Faster Than You Think: How Converging Technologies Are Transforming Business, Industries, and Our Lives by Peter H. Diamandis ) https://www.amazon.com/gp/product/1984877860/ref=as_li_tl?ie=UTF8&tag=successascent-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=1984877860&linkId=8297f41530c7fb86ea79816513bf85b0 (No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings) Connect with Don http://www.SUCCESS.com (Website) https://www.linkedin.com/in/don-hobbs/ (LinkedIn) https://www.facebook.com/DonHobbsCoaching (Facebook)

Talent Density, Candor และ Control เปรียบเสมือนขาเก้าอี้ 3 ขาของวัฒนธรรมองค์กรที่ รีด แฮสติงส์ ผู้ร่วมก่อตั้ง Netflix ได้พูดถึงซ้ำแล้วซ้ำเล่าในหนังสือของเขาที่มีชื่อว่า No Rules Rules สิ่งเหล่านี้หมายความว่าอะไร เคน นครินทร์ สรุป TED Talk เคล็ดลับความสำเร็จ 3 ประการของ Netflix โดย รีด แฮสติงส์ และ คริส แอนเดอร์สัน

Episodio 26. Como parte de mi lectura actual, libro: No Rules Rules Netflix and the Culture of Reinvention, me di la tarea de buscar más información sobre los comienzos de la historia de Netflix. En este episodio les comparto varios highlights del libro y antes de hacer unos takeaways del libro quiero compartirles esta historia maravillosa de emprendimiento y los retos que pasaron. Sígueme en las redes y dále Subscribe: Instagram // Facebook // Twitter // YouTube Mas información: www.highlightthispodcast.com --- Send in a voice message: https://anchor.fm/highlightthis/message Support this podcast: https://anchor.fm/highlightthis/support

Mag. Damjan Kralj, CEO in član Upravnega Odbora družba BTC V družbi BTC že več kot 15 let prevzema različne vodstvene funkcije in odgovornosti. Trenutno v okviru enotirnega sistema upravljanja več kot leto dni poleg funkcije glavnega izvršnega direktorja zavzema tudi funkcijo člana upravnega odbora družbe BTC in s tem prevzema odgovornost za kontinuiteto nadaljnjega uspešnega poslovanja, razvoja in povezovanja številnih domačih in tujih strateških partnerjev družbe BTC, ki kot poslovni ekosistem v okviru nove strategije postopoma prehaja v odprto in povezano družbo, še zlasti s pomočjo uravnoteženega razvoja aktivnosti, temelječih na področjih industrije 4.0 in družbe 5.0. Na pretekli več kot petletni funkciji člana uprave, direktorja za trženje in marketing, je poleg uspešnega poslovnega razvoja in rasti na področju temeljnih dejavnosti upravljanja in razvoja poslovnih nepremičnin ter izvajanja logistične dejavnosti, veljal za enega izmed glavnih podpornikov ustanovitve danes mednarodno prepoznavnega ABC pospeševalnika. Pred tem je v okviru direktorskih funkcij skoraj desetletje odpiral pot številnim mednarodnim trgovskim družbam in vsebinam, ki so s komplementarnimi vsebinami takratnim pretežno domačim trgovcem postopoma izboljševali ponudbo za potrošnike in ostale poslovne partnerje zlasti v ljubljanskem BTC Cityju na raven, ki v marsikaterem pogledu še danes prekaša številna regijska nakupovalna središča. S sprotnim razvojem storitev na področju trženja pisarniških poslovnih prostorov in uspešno vzpostavitvijo dejavnosti, odprtja in razvoja Vodnega mesta Atlantis, ki je do danes postalo prepoznavna in priznana »spa & wellness« regijska ikona, pa vidno pripomogel k temu, da velja danes BTC City v Ljubljani za enega izmed največjih nakupovalnih, poslovnih in športno rekreativnih središč v Evropi. Damjan Kralj je diplomiral in magistriral na Ekonomski fakulteti Univerze v Ljubljani, poleg profesionalne kariere pa je aktiven tudi na različnih športnih in poslovnih volonterskih funkcijah, s čimer udejanja tudi svoje osebno prepričanje v smeri načela vračanja nazaj družbi in okolju: predsednik nadzornega sveta ABC pospeševalnika. predsednik Gimnastične zveze Slovenije, član upravnega odbora KK Cedevita Olimpija Ljubljana in podpredsednik kluba KK Cedevita Olimpija Ljubljana, član upravnega odbora Teniške zveze Slovenije, član Združenja Managerter nedavno tudi član sveta guvernerjev AmCham Slovenija. V zasebnem življenju velja za rekreativnega športnika zdravega tekmovalnega duha ter ponosnega moža in očeta, ki ob prostem času v družinskem krogu najraje pobegne raziskovat in spoznavat še kak neodkrit košček sveta. Naj quote: Seize the day (Izkoristi dan) Zadnje tri prebrane knjige: No Rules Rules -Netflix and the Culture of Reinvention (Reed Hastings, Erin Meyer)-v branju, Prednost sreče (Shawn Achor), Velesili umetne inteligence - Kitajska, Silicijeva dolina in novi svetovni red (Kai – Fu Lee), Naj serija: Peaky Blinders, The Last Dance – M. J. Hobiji: košarka, tenis, tek, potovanja; Najljubša hrana: sezonske jedi. Najljubši podjetnik: Jože Mermal. Naj app: Eurosport, Bitstamp, BBC; Podcast: The Economist podcast Nauki za poslušalce: - Kar začneš, dokončaj. - Delaj, kar govoriš. - Bodi zvest samemu sebi. *Slovenian Research Agency, Program P5-0364 – The Impact of Corporate Governance, Organizational Learning, University of Ljubljana, School of Economics and Business, Slovenia.

สิ่งที่นำพาองค์กรสุดล้ำอย่าง Netflix มาถึงจุดที่มีสมาชิกทั่วโลกมากกว่า 190 ล้านรายชื่อได้นั้น -- Reed Hastings , CEO ของ Netflix ยืนยันในหนังสือ No Rules Rules ที่เขาเขียนร่วมกับ Erin Meyer ว่า มาจากวัฒนธรรมองค์กร ที่เชื่อว่าคนสำคัญกว่า process, นวัตกรรมสำคัญกว่าความมีประสิทธิภาพ และการที่ไม่ต้องมีกฏอะไรตายตัว วันนี้ A Cup of Culture ได้สรุปสารถสำคัญของความเชื่อที่นำพาไปสู่ความสำเร็จของ Netflix ไว้ใน Ep90 เรียบร้อยแล้ว เชิญรับฟังกันได้เลย... A Cup of Culture ----------- #วัฒนธรรมองค์กร #corporateculture #culture

Since its founding in 1997, Netflix has revolutionized the way we discover and enjoy entertainment. Originally founded as a DVD-by-mail rental service in the United States, Netflix has reinvented itself from DVD rentals to internet streaming, from licensing old shows and films to self-producing them, and from U.S.-based to global—amassing more than 193 million subscribers in more than 190 countries. As the co-founder and co-CEO of Netflix, Reed Hastings led the effort to make Netflix the top player in internet entertainment. To achieve this, he developed a corporate philosophy and a set of management principles that rejected conventional wisdom, leading to a business culture that would make Netflix one of the most inventive companies in the world. Hastings' new book, No Rules Rules: Netflix and the Culture of Reinvention, chronicles how he built this radical management philosophy through decades of trial and error. His story is designed to be a useful resource for company leaders, entrepreneurs, founders and anyone looking to create a faster, more nimble and innovative workplace. Join Hastings to learn more about what might be the most inventive company of its time. Learn more about your ad choices. Visit megaphone.fm/adchoices

Netflix co-founder and CEO Reed Hastings and business professor Erin Meyer discussed the unorthodox workplace culture behind one of the largest tech companies in the world in their book “No Rules Rules: Netflix and the Culture of Reinvention.” Learn more about your ad choices. Visit megaphone.fm/adchoices