Podcasts about powerful building

The Elevate Podcast welcomes back prior guest Patty McCord. Patty is the former Chief Talent Officer at Netflix, where she developed a truly revolutionary company culture and became one of the world's leading experts on culture. She also authored the now famous “Netflix culture deck” which has been seen by millions and Sheryl Sandberg called “the most important document to ever come out of Silicon Valley.” Patty is also a sought-after speaker and the author of Powerful: Building a Culture of Freedom and Responsibility. Patty joined host Robert Glazer on Elevate to discuss misconceptions about company culture, cultural changes in the tech world, and how to have difficult conversations at work. Learn more about your ad choices. Visit megaphone.fm/adchoices

What are the top books that every legal leader needs to read to succeed in the new year? At the close of each episode, Tyler asks our guests what book they would recommend to our audience, and we're kicking off 2025 with this year's list of must-read books that you need to check out. Listen to hear titles that these CEOs, start-up founders, and GCs can't live without. Read detailed summary: https://www.spotdraft.com/podcast/episode-75 Topics: Introduction: 0:00 Joe Green, Chief Innovation Officer Gunderson Dettmer, recommends Leading Professionals: Power, Politics, and Prima Donnas by Laura Empson: 0:42 Rachel Olchowka, General Counsel & Chief People Officer at Fetch recommends Powerful: Building a Culture of Freedom and Responsibility by Patty McCord: 1:34 Dan Haley, General Counsel at Guild Education recommends Helping Your Business Win by Gene Kim, Kevin Behr, George Spafford: 2:39 Chelsea Grayson, Managing Partner at Pivot, recommends Quench Your Own Thirst: Business Lessons Learned Over a Beer or Two by Jim Koch: 5:51Aaron Gregory, CEO of Upwardly, recommends The Right It: Why So Many Ideas Fail and How to Make Sure Yours Succeed by Alberto Savoia: 7:38Jasmine Singh, General Counsel at Ironclad, recommends The Practice of Groundedness: A Transformative Path to Success That Feeds--Not Crushes--Your Soul by Brad Stulberg: 10:03Sean West, Co-Founder of Hence Technologies, recommends The Coming Wave: Technology, Power, and the Twenty-first Century's Greatest Dilemma by Michael Bhaskar and Mustafa Suleyman: 12:56Jules Polonetsky, CEO of Future of Privacy, recommends: Privacy Is Hard and Seven Other Myths by JH Hoepman: 14:17Heath Tarbert, Chief Legal Officer at Circle, recommends The Enchiridion of Epictetus: 14:57Matt Tanielian, Co-Founder of Franklin Square Group, recommends How to Talk Dirty and Influence People: An Autobiography by Lenny Bruce: 16:21Connect with us: Tyler Finn - https://www.linkedin.com/in/tylerhfinn SpotDraft - https://www.linkedin.com/company/spotdraft SpotDraft is a leading contract lifecycle management platform that solves your end-to-end contract management issues. Visit https://www.spotdraft.com to learn more.

How do the best founders build exceptional teams? Learn how a practical approach to HR can transform the culture at your startup. In this episode, Patty McCord, former Chief Talent Officer at Netflix and author of 'Powerful: Building a Culture of Freedom and Responsibility,' shares her wisdom on fostering a high-performance culture. Patty, Yaniv and Chris discuss: Finders Keepers: How the Netflix 'keeper test' can help you hire appropriately for the current stage of your startup. All Groan Ups Here: How treating employees as adults and providing honest feedback can strengthen your workplace. Vanishing Acts: Why eliminating 'HR theater' serves everyone in the long run. This is a long episode, but worth every minute of your time. Don't miss it! The Pact Honour The Startup Podcast Pact! If you have listened to TSP and gotten value from it, please: Follow, rate, and review us in your listening app Subscribe to the TSP Mailing List at ⁠⁠⁠⁠⁠⁠⁠https://thestartuppodcast.beehiiv.com/subscribe⁠⁠⁠⁠⁠⁠⁠ Secure your official TSP merchandise at ⁠⁠⁠⁠⁠⁠⁠https://shop.tsp.show/⁠⁠⁠⁠⁠⁠⁠ Follow us on YouTube at ⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@startup-podcast⁠⁠⁠⁠⁠⁠⁠ Give us a public shout-out on LinkedIn or anywhere you have a social media following Key links The Startup Podcast is sponsored by Trilligent. Trilligent is your startup's one-stop-shop for regulatory, PR, and international expansion advisory. Their unique startup-friendly offering is essential for any startup looking to go beyond their home shores or deal with complex regulatory environments. Go to ⁠⁠⁠⁠https://trilligent.com⁠⁠⁠⁠ and book a call with their COO Laura to learn more – tell her we sent you! The Startup Podcast is also sponsored by Vanta. Vanta helps businesses get and stay compliant by automating up to 90% of the work for the most in demand compliance frameworks. With over 200 integrations, you can easily monitor and secure the tools your business relies on. For a limited-time offer of US$1,000 off, go to ⁠⁠⁠⁠⁠⁠www.vanta.com/tsp⁠⁠⁠⁠⁠⁠. Get your question in for our next Q&A episode: ⁠⁠⁠⁠⁠⁠⁠https://forms.gle/NZzgNWVLiFmwvFA2A⁠⁠⁠⁠⁠⁠⁠ The Startup Podcast website: ⁠⁠⁠⁠⁠⁠⁠https://tsp.show⁠⁠⁠⁠⁠⁠⁠ Learn more about Chris and Yaniv Work 1:1 with Chris: ⁠⁠⁠⁠⁠⁠⁠http://chrissaad.com/advisory/⁠⁠⁠⁠⁠⁠⁠ Follow Chris on Linkedin: ⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/chrissaad/⁠⁠⁠⁠⁠⁠⁠ Follow Yaniv on Linkedin: ⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/ybernstein/⁠⁠⁠⁠⁠⁠⁠ Credits Editor: ⁠⁠⁠⁠⁠⁠⁠Justin McArthur⁠⁠⁠⁠⁠⁠⁠ Intro Voice: ⁠⁠⁠⁠⁠⁠⁠Jeremiah Owyang⁠⁠⁠⁠⁠⁠⁠

In this episode of "The Few With Boo" Boo sits down with the renowned Scott Walker, a former detective turned hostage negotiator and executive trainer. In a candid conversation, Scott shares his insights on influence, negotiation, and managing things outside of our control. From handling tense workplace deals to navigating difficult conversations, Scott delves into the importance of mindset and building trust. He also debunks the misconception that negotiation is all about aggression and ego, emphasizing the power of likability and understanding the other person's perspective. Join Boo and Scott as they explore the art of negotiation and share valuable strategies for success.Key Lessons:Mindset Matters: In tense negotiations, it's crucial to manage emotions and understand the other person's perspective before determining a plan of action.Likability is Powerful: Building trust and likability are essential for successful negotiations. Don't underestimate the importance of the likability factor.Consider Others' Needs and Wants: Effective negotiation involves considering the needs and wants of the other person. Building rapport and understanding their perspective can help articulate your own desires effectively.Think Beyond Money: Non-monetary gains, such as additional time off or other perks, can often be negotiated instead of a purely financial deal. Look for creative solutions.Listen and Understand: Effective negotiation requires active listening and understanding. Avoid dismissing or being judgmental. Seek to understand the other person's needs and motivationsMORE FROM SCOTT WALKER:Connect with Scott Walker here: scottwalkerbooks.co.ukYou can order 'Order Out Of Chaos' on Amazon UK: Order Out Of Chaos Book 

When it comes to OKRs, nothing predicts success like patience and flexibility. And on this episode of Dreams With Deadlines we find out why from Elie Casamitjana, Co-Founder and CEO of Impactivs and the visionary behind OKRmentors. A globally recognized expert in all things OKR, he joins Host Jenny Herald to explore the kinds of workplace cultures best suited to implementing this change management framework, especially during challenging economic times. He's sharing thoughts on fostering engagement and lessons learned about the best predictors for – and deterrents to – successful adoption.Key Things Discussed: The difference between vertical and horizontal approaches when it comes to effective implementation of OKRs across varying geographies and cultures. What Elie considers some of the basic prerequisites for companies that want to ensure sustainable change management. How rigid, top-down workplace cultures generate resistance to the OKR methodology – while agility and communication are precursors of success. Why OKR frameworks can be applied with great results in times of crisis – if leadership understands how to be nimble and bring the whole team along. Show Notes [00:00:30] Origin Story: How Elie first incorporated OKRs to inspire and empower distributed teams all working together to build, launch and manage tech products. [00:02:40] What Drives Elie: Why a desire to effect change and equip teams to fulfill their social and environmental missions has been foundational to starting up both Impactivs consulting and OKRmentors' certified trainings and master classes. [00:04:15] Emerging Network: A closer look at the OKR Forum International and other ways in which evangelists are pooling their expertise to train and connect practitioners. [00:06:00] The story behind Elie's book: "La méthode OKR : Objectives & Key Results - le guide pratique (Le management en pratique)," a practical guide to managing OKRs. [00:07:40] Vertical v. Horizontal: Why cultural and geographical nuances require understanding and programming that accommodates varying workplace styles.  [00:09:30] Prerequisites that set the stage for OKR adoption success: An agile approach that integrates fluid, bottom-up planning and adaptation A clearly defined champion (or team) consistently leading the charge and keeping things on track Upfront understanding that iterations are unavoidable and to be expected Thoughtful, deliberate strategies around team engagement and buy-in [00:12:05] Elie's Take on Common Misconceptions about the OKR Methodology: We've already defined our goals. (The process in fact goes far beyond goal-setting or objectives to integrate practically and operationally.) We're already using more than enough KPIs to measure results. (All indicators are not created the same nor do they all incorporate necessary priorities.) OKRs are set and forget – a glorified “to do” list. (This completely misses the importance of active discussion and the iterative process necessary for success.) [00:15:45] Culture & Need: OKR adoption works less well for organizations that are: Managed primarily top-down Committed to rigid long-term planning Resistant to transparency and communication Reluctant to empower teams and give them autonomy Already running smoothly and not interested in implementing transformation [00:18:33] Recession Preparedness: How OKRs can be kept relevant and deployed as effective tools for clear, agile decision-making and realignment in fluid crisis situations. [00:22:35] Why Recovery (and Staying Nimble) Matters: OKRs are a means, not an end, when it comes to adjusting focus, reinventing value props and maintaining relationships. [00:25:43] Elie Shares a Successful OKR Case Study:Significant ROI achieved by helping to define strategic goals and operational variables (like packaging and pricing) at Wecandoo, a French platform supporting a global marketplace for craftspeople and artisans to share their expertise. [00:29:36] There Will Be Challenges: How (especially legacy companies) often struggle with change management and why communication problems demand … more communication to clarify, engage, excite, promote empathy and foster long-term buy-in across teams and departments. [00:32:48] What Sustained Change Management Absolutely Requires:  An investment of time. Leadership and effective sponsorship. Robust, repetitive, ongoing communication. Patience with the process! [00:39:57] Quick-Fire Questions for Elie: What's your Dream With a Deadline? Inspiring mission-driven leaders committed to making a better, healthier world the mainstream standard. Why are you so passionate about OKRs? They provide a simple framework to take missions from vision into action and reality. What was your greatest strategic execution fail and what did you learn? Change works best when people feel like they are part of the decision-making process – a lesson learned by having unsuccessfully tried the top-down approach! What do you think is the future for OKRs? The more they are integrated across industries and leadership styles, the more the framework will become a seamless part of the organic fabric of workplace cultures. What advice would you have given to your earlier self about the OKR practice? Surround yourself with good support and expertise! What is a book that has largely shaped how you think? It's a mix of books, podcasts and other media highlighting the stories of entrepreneurs and leaders who have demonstrated resilience and the ability to make change happen!  What's your current favorite podcast? Guy Raz's "How I Built This." Relevant links: "La méthode OKR : Objectives & Key Results - le guide pratique (Le management en pratique)," by Elie Casamitjana. "Powerful: Building a Culture of Freedom and Responsibility," by Patty McCord, who was Chief Talent Officer at Netflix. About Our Guest:Elie Casamitjana is a founder, CEO, and OKR Enabler at OKRmentors. He's an expert in OKRs, Strategy, Product Management, and more. Elie is also an author and speaker on entrepreneurship initiatives for sustainable development goals.Follow Our Guest:Website | LinkedIn | TwitterFollow Dreams With Deadlines:Host | Company Website | Blog | Instagram | Twitter

Patty McCord is the author of the best-selling book "Powerful: Building a Culture of Freedom and Responsibility," which was published in 2018 and translated into 12 languages. She served as chief talent officer of Netflix for fourteen years and helped create the Netflix Culture Deck. Since it was first posted on the web, the Culture Deck has been viewed more than 15 million times, and Sheryl Sandberg has said that it "may be the most important document ever to come out of Silicon Valley.” Currently, Patty coaches and advises a small group of companies and entrepreneurs on culture and leadership. She also speaks to groups and teams around the world.   Patty had a number of amazing insights during our conversation. Some of them include: “I've got something important to say and you have to hear me” (7:50). “I had to be able to start to learn which audiences could hear me and which audiences I was entertainment for” (8:20). “You just have to stop doing stupid stuff that doesn't matter anymore” (9:30). “I'm a shameless copier” (10:35). “One of these days the right people are going to be in the room, and this is going to happen. Why not me?” (12:50). “Your job as a manager is to create an amazing team that does fabulous work on behalf of the customer on time and with quality” (14:30). “We get so left-brained that we forget about creativity” (18:40). “I'm curious about creating space for people to think differently” (16:50). “We especially get stuck when we get scared” (17:00). “I hate the phrase ‘best practices.' It just means what everybody else does” (20:55). “You can draw ideas and inspiration from everybody, and everybody should” (24:55). “Leaders are people who other people want to follow. A manager is somebody who builds the work and organizes the team to build great stuff” (26:20). “If you want them to follow, then god dammit lead” (28:55). “You want to know why I make so much money? Because my decisions are consistently right” (33:00). “Beginning with the end in mind [is key to making good decisions]” (34:00). “I think that the word loyalty is old fashioned, and I think that it's not critical, but I think it's important when times are tough” (41:50). “The mark I want to make in my life is about creating environments where people can do their best work” (48:30). “The relationship between work and family is a never-ending one” (53:10). “My life work is a really different thing than it used to be, and that's perfectly fine with me” (58:50).   Additionally, you can find Patty's website here, and can also follow her on social media @pattymccord1. I'd also encourage you to purchase Patty's book, Powerful: Building a Culture of Freedom and Responsibility, anywhere books are sold. Lastly, you can find the Black Sheep website that Patty mentioned here. Thank you so much to Patty for coming on the podcast! I wrote a book called “Shift Your Mind” that was released in October of 2020, and you can order it on Amazon and Barnes and Noble. Additionally, I have launched a company called Strong Skills, and I encourage you to check out our new website https://www.strongskills.co/. If you liked this episode and/or any others, please follow me on Twitter: @brianlevenson or Instagram: @Intentional_Performers. Thanks for listening.

As an experienced classroom teacher & former fashion model, Dr. Simone is blazing a powerful trail as a results-driven self-esteem coach & keynote speaker. With practitioner certifications in both Neuro-linguistic Programming (NLP) & Metaphysics, as well as an Honorary Doctorate in Divinity, & an active membership in the Association for Integrative Psychology, Dr. Simone is known globally as The Self Esteem Doctor, . She is a 5-star rated self-esteem coach, international speaker, and founder of The Self Esteem Doctor Academy.  She is often compared to World Renowned Speaker Tony Robbins because of her quick and consistent results in personal development. Dr. Simone has a unique talent for transforming the abstract concept of self-esteem into stunning visuals, hands-on demos & practical tools that are both entertaining and results-driven for all ages. In this episode, Dr. Simone and I have a powerful discussion about: Strategies mothers can use to instill positive self-talk and nurture positive self-image into themselves and their children. How she uses mental rehearsal & neuroscience to improve her clients self-esteem, performance, and outcomes.  The misconceptions of what building our self-esteem looks like.  Finding the success & opportunity in our failures. Deprogramming the negative messaging we're accustomed to. How to live a lifestyle of self-confidence.  Connect with Dr. Simone on Facebook, Instagram and LinkedIn Resources mentioned in this article: The Magic by Rhonda Byrne Connect with me: Instagram: https://www.instagram.com/the.motherhood.village1/  Website: https://www.themotherhoodvillage.com/ Liked this episode? Leave a review and rating at: https://podcasts.apple.com/us/podcast/the-motherhood-village-podcast/id1487274178  Have a topic or guest you'd like to see on The Motherhood Village podcast? Send recommendations to: themotherhoodvillage1@gmail.com  

Key Things Discussed The crucial mindset shift that must occur in shifting to a new model. Three components necessary to set teams up for long-term success. Data analytics, education and why OKRs depend on bringing teams along. Common organizational problems that OKRs quickly uncover and highlight. Elements to develop and instill for better (not more) management. The pitfalls of a cascading management style. Setting the stage for successful OKR implementation. Show Notes [00:02:44] A quick hello to this episode's guest, OKR expert Felipe Castro. [00:03:59] Why OKR? Customers give lots of reasons – ranging from weak (the boss read a book or everyone's doing it) to borderline vague (accountability or transparency). [00:04:36] The Tinkerbell Approach: The common misperception (or delusion!) that a little bit of fairy dust is all it takes to take a traditional enterprise to Google-level OKR success. [00:05:34] Adopting OKR is not a goal in and of itself. It's a transformational tool to help organizations be more competitive, adaptive and normative in the 21st century. [00:06:19] Successful OKR implementations require that organizations do three key things: Demonstrate commitment and consistency over time. Learn how to execute the system in practice. Accept that old models and experience will have to be unlearned.   [00:07:36] Three components necessary to set teams up for success:  Access to the data (liberate it from the silos!). Clarity about the core business metrics and strategy. Knowledge of data analytics and statistics. [00:09:44] Felipe shares some of the common organizational problems that OKRs quickly uncover and highlight: Lack of clarity about goals. Lack of grounding in the strategy behind projects. Managers who don't provide clear context. [00:11:04] Elements to develop and instill for better (not more) management: Leadership (based on new rather than old business models) Problem-solving skills. An ability to both offer and communicate trust. Permission to get inspired and inspire others. [00:14:32] Felipe explains why part of the beauty in OKRs is that they don't take a one-size-fits all approach. Rather, it's a flexible philosophy that can be tailored and tweaked based on a huge range of factors across industries and organizational cultures.  [00:18:44] OKRs may vary, but there remain common foundational building blocks.  [00:19:44] Felipe shares his take on cascading management: 100% top-down. Lacks agility. Creates silos. Discourages inter-departmental collaboration. Fails to provide clearly defined, measurable goals. [00:24:44] It's a journey! Felipe explains the (necessarily imperfect) process of establishing OKRs and bringing everyone along. [00:27:52] Stumbling Blocks: Felipe shares one OKR scenario that commonly occurs at large companies (overattachment to a business case or spreadsheet) and another that often besets smaller companies (data availability bias). [00:31:02] Better tools create better outcomes. But not without a holistic approach that includes a commitment to educating and enabling teams.  [00:33:44] Don't leave talent on the table! Give teams the tools they need! [00:35:06] Elements that set the stage for successful OKR implementation: Ensure that teams understand the metrics and data fundamentals. Establish weekly one-to-ones for continuous feedback. Ongoing coaching and development. Adoption of advanced engineering technologies to improve processes. Regular customer feedback interviews. Established systems to test, experiment and collect data for nimble decision-making. [00:39:30] Felipe shares his evolving thoughts on what capabilities are critical to successful OKR implementation at traditional organizations, including the need for a bridge between old and new business models (in spite of inevitable hiccups and cultural challenges). [00:43:30] The Finer Points of Performance: Standards for evaluation are as variable as team and individual roles, responsibilities and contributions. Beware tying bonus structures and compensation to measures that are inefficient, inaccurate or illogical. [00:49:59] Why individual goals can be a huge liability and disincentive. [00:51:22] Defining calibration and how it level sets performance reviews. [00:52:44] Quick Fire Questions for Felipe: What do you appreciate most about your team? Passion and commitment. What is your greatest dream and its associated deadline? To facilitate a second edition (with new contributions/examples) of the classic John Doerr book, "Measure What Matters: The revolutionary movement behind the explosive growth of Intel, Google, Amazon and Uber." No deadline since it's up to the author!  Can you describe an experience or situation that made you proud? It's a feeling that arises whenever organizations adopt, evangelize for and continue to use OKR tools in the long term – which fortunately for Felipe has been a common occurrence! What's the most important word of advice you can give people who want to try OKRs but feel wary? They are not a “to do” list. It's about the outcomes you want to achieve and creating data-driven, measurable benefits for your customers, your company and your employees. Relevant links "Powerful: Building a Culture of Freedom and Responsibility," by Patty McCord, former head of people at Netflix. Simon Senek's Website Felipe's Interview with Itamar Gilad. Intuit Founder Scott Cook @Khan Academy. "High Output Management," by Andy Grove, former CEO at Intel. YouTube: Tom Chi on "Rapid Prototyping and Product Management." "Measure What Matters: The revolutionary movement behind the explosive growth of Intel, Google, Amazon and Uber," by John Doerr. About Our Guest:Felipe Castro is an OKR Trainer. He helps organizations transform how they use goals by adopting OKR, the Silicon Valley framework for goal setting. He created the OKR Cycle, a simple method to avoid OKR's most common pitfalls.Follow Our Guest:Website | LinkedIn  Follow Dreams With Deadlines:Host | Company Website | Blog | Instagram | Twitter

If you enjoy this episode and want more bonus insights, big ideas, and recommendations to improve your own reading, check out the bookmark membership on Patreon. About the book When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley. McCord advocates practicing radical honesty in the workplace, saying good-bye to employees who don't fit the company's emerging needs, and motivating with challenging work, not promises, perks, and bonus plans. McCord argues that the old standbys of corporate HR―annual performance reviews, retention plans, employee empowerment and engagement programs―often end up being a colossal waste of time and resources. Her road-tested advice, offered with humor and irreverence, provides readers a different path for creating a culture of high performance and profitability. Powerful will change how you think about work and the way a business should be run. Source: https://pattymccord.com/book/ About the author Patty McCord brings the Silicon Valley concepts of fresh ideas and innovation and applies them to rethinking the way we work. She challenges norms and invites us to reconsider the idea of “best practices.” From her many years working with companies that range from very large global tech companies to small very small innovative start-ups, Patty saw first-hand how companies can become slow and complacent and employees become cynics and whiners. She spent 14 years at Netflix experimenting with new ways to work. Making the Netflix culture deck become reality for the people who work there. From abolishing performance reviews to challenging the need for policies, Patty believes people come to work as fully formed adults with a desire to make an impact and be proud of what they do and she's on a mission to spread the word that we can do this differently. She is frequently in the media with interviews and articles from Harvard Business Review, NPR, Fast Company and The Wall Street Journal. She speaks at CEO Forums, Business schools and for large groups around the world. Source: https://pattymccord.com/about-patty/   Big idea #1 — Your employees are adults Your employees have power, but only if you don't take it away. There's been a big theme for a number of years around employee empowerment. We only need to empower employees if we disempowered them in the first place. Netflix wasn't built on elaborate systems. They kept stripping away policies, but they did it experimentally. This doesn't therefore create a ‘free for all', which is usually what people freak out and assume is going to happen when you start removing policies and procedures. Instead it removes the ‘senseless bureaucracy and stupid processes', and instead focuses on discipline and behaviour. This is what the Netflix culture deck is. It's a summary of the behaviours that they expected people to be disciplined about in their time working for Netflix.  Patty's belief is that a business leader's job is to ‘create great teams that do amazing work on time'. That's it. We don't need loads of policies and processes and practices in order to do that, we just need to create the environment where people can do their best work. And even more so to create a company where people want to come in and ‘solve these problems with these people', which is one of the phrases that Reid Hoffman used when he was describing to Patty the company culture that he wanted to create. Now it's worth noting that Patty was at huge tech companies before Netflix. She was at SunMicrosystems for a number of years, which is a huge, traditional tech company. She wasn't always in this super cool startup Netflix kind of place. She says in the book that she often in her previous life she had implemented some of the policies and procedures that she eventually began to question, as she began to realise they just weren't effective, and therefore were a huge waste of time and resources.   Hey, have you subscribed to the bookmark newsletter? If you liked this, you might like my twice-monthly email with book reviews and ideas of what you should be reading, and listening to, next. Click here to subscribe.   Big idea #2 — The principles These are lessons that Patty learn about how to instill principles and behaviors of high performance in teams and set a culture in an organisation. All teams and companies are different, so you can't just lift the Netflix culture deck and adopt it as your own, but these five principles seem to be common and true and underlying whatever the ‘culture deck' would look like for a company: We want to clear, open, constant communication about the work to be done and the challenges being faced. Not only for manager's own team, but for the company as a whole. We want people to practice radical honesty, telling one another, and us, the truth in a timely fashion. And ideally face-to-face. We want people to have strong fact-based opinions and debate them avidly and test them rigorously.  We want people to base their actions on what was best for the customer and the company, not on attempts to prove themselves right. We want hiring managers to take the lead in preparing their teams for the future by making sure they had high performers with the right skills in every position. (Can you imagine if this was the case in all companies, it would be utopia), All of this shows the underlying principles of discipline, and creating the environment, the systems and the conversations that allow that to sustain. None of those require endless policies and practices. One thing that Patty is really strong about in the book is about your people. really knowing and understanding the business. Your people aren't going to make the best decisions, and possibly behave in the correct/desired way if they don't know the business. Knowing what you're striving for, what you're aiming for, what's important, and what's not is even more important than any learning curriculum. Help people understand, which will help give them the discipline to decide, act, and behave in the way that's best for the customer and the business. Big idea #3 — Create debate One of the principles was around creating strong fact-based opinions to debate them avidly and test them rigorously, and also that the point of a debate was not about you being ‘right'. They took this very seriously in Netflix. In her HR role Patty regularly tested “best practices” or “conventional wisdom”, and experimented by removing things, seeing what happened, tweaking, testing, and then putting things back in or taking more things out. The Netflix exec team would orchestrate debates in front of each other, including having to argue the other side or different position to the one they maybe wanted to take or they believed in. They would also do this publicly in monthly debates in the Netflix theatre, where they would invite all of the staff to come and watch the debate a particular real business challenge they were facing at the moment. This was no role play just for the sake of doing it. Part of this was to show that there's no easy or obvious answer to hard questions, particularly at that strategic level, so it helped people see that there were multiple different, equally good directions, that decisions could go in and that it's hard to decide which one to do. This is a great way of role-modelling debate, and really powerful to show debate for the best betterment of the company, the customer experience, the clients, whatever it happens to be, and not for personal gain / being ‘right'. Patty says this was much more powerful than any conflict related course or debate course that companies send their employees too. Because they're seeing in real life, they're seeing it in the context of the work that they are doing, and importantly that they can see that this is all in service of getting the right outcome for the company and the customer. Let's connect LinkedIn Instagram See omnystudio.com/listener for privacy information.

หนังสือ Powerful: Building a Culture of Freedom and Responsibility ของ Patty McCord - เมื่อ Human Resource (HR) มือฉมังเข้าวงการของสื่อภาพยนตร์อย่างเต็มตัว นี่คือสิ่งมหัศจรรย์ของโลกเลยก็ว่าได้ - การที่รับเลือกคนเข้าองค์กรอย่างไรให้มีประสิทธิผลสูงที่สุด โดยการเลือกในที่นี้คำนึงถึงสิ่งใดเป็นสำคัญ แล้วสิ่งนี้เป็นจุดแข็งขององค์กรเลยก็ว่าได้ - ไม่เพียงแค่รับเลือกคนเข้ามาทำงานเท่านั้น แต่จำเป็นจะต้องคัดสรรวัฒนธรรมที่คล้ายคลึงกันอีก หากเป็นเพียงจุดเริ่มต้นของการเดินทางครั้งยิ่งใหญ่ - เปรียบเสมือนต้นไม้ที่จำเป็นต้องให้ทุกฝ่ายรับรู้ ถึงแม้ว่าตำแหน่งนี้จะไม่ได้รับรู้เป้าหมายทั้งหมด แต่ก็จำเป็นจะต้องส่งต่อความหมายไปสู่ตำแหน่งอื่นอย่างสมบูรณ์ - การบริหารงานที่ดี จะต้องมีจุดเริ่มต้นมาจากการเรียนรู้เรื่องของผู้คน ยิ่งเรามีทักษะในการเข้าใจมนุษย์ เราก็สามารถเรียนรู้จักคน และย่อมใช้คนนั้นให้เกิดประโยชน์สูงที่สุด

This episode of Start With A Win features former Netflix Chief Talent Officer Patty McCord. During her 14 years with Netflix, Patty was the co-creator of the Netflix Culture Deck. Since it was first published online, the Culture Deck has been viewed more than 15 million times. She is the author of the best-selling book, Powerful: Building a Culture of Freedom and Responsibility, published in 2018 and translated into 12 languages. Currently, Patty is a consultant and executive coach for CEOs and their teams to help in defining leadership and company culture. She also speaks to groups and teams around the world.During their conversation, Adam and Patty dive into all of the change that has come about in the workplace since the beginning of the COVID-19 pandemic. Within 48 hours, leaders went from believing that remote work could never work for them to being fully remote companies. And it worked.Patty believes the pandemic has also transformed the way leaders should view work, enabling them to pay closer attention to final results and the work that's being done rather than solely on effort and productivity. It's shown them that their employees can do the stuff that needs to get done without having to be watched, and it's instilled a greater sense of accountability into their teams.Adam and Patty also talk about the importance of note forgetting the lessons we've learned in this season. As the world begins to return to a sense of normalcy, Patty warns that we will lose it all unless we pay attention and ask ourselves the questions: What have we learned here, and what is working?Episode Links:https://pattymccord.comhttps://twitter.com/pattymccord1https://www.amazon.com/Powerful-Leaders-Culture-Freedom-Responsibility/dp/1939714095Order your copy of Start With A Win: Tools and Lessons to Create Personal and Business Success:https://www.startwithawin.com/bookConnect with Adam:https://www.startwithawin.com/https://www.facebook.com/REMAXAdamContoshttps://twitter.com/REMAXAdamContoshttps://www.instagram.com/REMAXadamcontos/ Leave us a voicemail:888-581-4430

Shirley loves her job as a product manager for a startup, but she can’t stand her manager. He’s inefficient, old-fashioned, and entirely unsupportive of her work. “Just so you know, you don’t deserve this,” he told Shirley when she recently got promoted. Is there anything Shirley can do to make her work situation better? On this episode of How To, we bring on Patty McCord, former chief talent officer for Netflix and author of Powerful: Building a Culture of Freedom and Responsibility, to give Shirley some tips. Shirley ought to approach the situation the same way she would any product she works on: “Be the person that is the problem fixer, not the problem finder,” says Patty. Complaining or staging a coup will go nowhere, but approaching your manager with tangible solutions for improving your relationship could make a difference.  If you liked this episode, check out: “How To Get That Promotion You Deserve.” Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Slate Plus members get bonus segments and ad-free podcast feeds. Sign up now at slate.com/howtoplus. Learn more about your ad choices. Visit megaphone.fm/adchoices

Shirley loves her job as a product manager for a startup, but she can’t stand her manager. He’s inefficient, old-fashioned, and entirely unsupportive of her work. “Just so you know, you don’t deserve this,” he told Shirley when she recently got promoted. Is there anything Shirley can do to make her work situation better? On this episode of How To, we bring on Patty McCord, former chief talent officer for Netflix and author of Powerful: Building a Culture of Freedom and Responsibility, to give Shirley some tips. Shirley ought to approach the situation the same way she would any product she works on: “Be the person that is the problem fixer, not the problem finder,” says Patty. Complaining or staging a coup will go nowhere, but approaching your manager with tangible solutions for improving your relationship could make a difference.  If you liked this episode, check out: “How To Get That Promotion You Deserve.” Do you have a problem that needs solving? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Slate Plus members get bonus segments and ad-free podcast feeds. Sign up now at slate.com/howtoplus. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this "Inspiring TED Talks" HCI Webinar, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) explores Pattie McCord's recent TED video, "4 Lessons the Pandemic Taught Us about Work, Life and Balance." See the video here: https://youtu.be/yuy9yQlFZAU. Video Overview: "The COVID-19 pandemic changed the way we work for good. Can it also change it for the better? Consultant Patty McCord reviews four key insights employers and employees alike gleaned from their shift to working from home -- and shares how companies can use what they learned in lockdown to creatively and innovatively rethink how we do business." Patty McCord served as chief talent officer of Netflix for 14 years and helped create the Netflix Culture Deck. Since it was first posted on the web, the Culture Deck has been viewed more than 15 million times. Sheryl Sandberg has said that it "may be the most important document ever to come out of Silicon Valley." McCord has held positions in companies ranging from large tech corporations to small start-ups. Her background includes staffing, diversity, communications and international human resources positions. She coaches and advises a small group of companies and entrepreneurs on culture and leadership. She also speaks to groups and teams around the world. Her book, Powerful: Building a Culture of Freedom and Responsibility, was published in January 2018. Check out Dr. Westover's new book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Many would say that it is difficult to build a good corporate culture. Netflix, however, has done an extraordinary job creating its culture, and many companies in Silicon Valley have followed its example. So, what is it about the Netflix culture that makes it so unique? This book examines the key features of the Netflix culture and introduces its revolutionary approaches to building it. Whether you are a business owner or a team leader, this book will surely offer inspiration that can help you build your high-performance team.

QGEN Podcast ซีรีส์นี้ เราจะหยิบยกหนังสือที่ถือว่าเป็นสุดยอดด้าน Talent Management ซึ่งคัดสรรโดย คุณบี อภิชาติ ขันธวิธิ Managing Director ของ QGEN Consultant เพื่อสรุปเนื้อหาและ Practice สำคัญที่ทุกผู้บริหารและ HR สามารถนำไปปรับใช้กับองค์กรได้ . สำหรับ EP.3 เราจะคุยกัน ถึงหนังสือที่มีชื่อว่า Powerful: Building a Culture of Freedom and Responsibility โดย Patty McCord . Netflix เป็นหนึ่งในบริษัทที่ก้าวขึ้นมาเป็นผู้นำในระดับโลก ในธุรกิจ Online Streaming ซึ่ง Disrupt ธุรกิจภาพยนตร์และโทรทัศน์ในแบบดั้งเดิม จนทำให้หลาย ๆ บริษัทในอุตสาหกรรมนี้ ต้องผันตัวมาทำ Online Streaming ด้วยเช่นกัน . จากบริษัทที่ประสบกับวิกฤต Subprime และการเปลี่ยนแปลงรูปแบบของธุรกิจ จนทำให้บริษัทเกือบล้ม อะไรคือกุญแจสำคัญที่ช่วยให้ Netflix ยังคงยืนอยู่ท่ามกลางสายลมแห่งการเปลี่ยนแปลง . หนังสือเล่มนี้จะเล่าถึงวิธีการดูแล บริหาร และจัดการคนของ Netflix ที่มอบอิสรภาพในการทำงานให้พนักงานอย่างเต็มที่ แต่กลับทำให้พนักงานมีความรับผิดชอบได้ด้วยตนเอง และช่วยเปลี่ยนแปลงบริษัท จนกระทั่งพาบริษัทมาถึงจุดที่เป็นผู้นำของอุตสาหกรรมในระดับโลก #QGEN #QGENPodcast

รีวิวหนังสือ ทำไม Netflix ถึงมีแต่คนโคตรเก่ง เป็นหนังสือที่เหมาะกับ CEO หัวหน้าและหัวหน้าฝ่ายทรัพยากรบุคคล ตลอดจนคนที่ทำงานเป็นทีม แพตตี้ แมคคอร์ด เป็นคนที่พูดตรง จริงใจ ได้พัฒนาวัฒนธรรมของบริษัทตั้งแต่การบริหารงานคนรูปแบบใหม่ มีอิสระและความรับผิดชอบ การสื่อสารแบบเปิดเผย หลักการที่จะเปลี่ยนวัฒนธรรมได้ ต้องมีความซื่อสัตย์ จริงใจเรื่องอุปสรรคและปัญหา ความเป็นไปได้ที่จะเกิดขึ้นจริง --- Send in a voice message: https://anchor.fm/sakol/message

In this best-of episode, originally published in January 2018, Kara Swisher talks to Netflix's former chief talent officer Patty McCord about that company's famous "culture deck" and her book Powerful: Building a Culture of Freedom and Responsibility. McCord recalls how CEO Reed Hastings convinced her to work at Netflix, the common mistakes companies make when hiring and firing, and why coddling employees with Google-style perks is overrated. Featuring: Patty McCord, (@pattymccord1), author, Powerful: Building a Culture of Freedom and Responsibility Host: Kara Swisher (@karaswisher), Recode co-founder and editor-at-large More to explore: On Recode Media, Peter Kafka interviews business titans, journalists, comedians and podcasters about the collision of tech and media. On Pivot, Kara Swisher and Scott Galloway talk about the big tech news stories of the week, who's winning, who's failing, and what comes next. And on Season 1 of Land of the Giants, Jason Del Rey chronicled the rise of Amazon. On Season 2, Peter Kafka and Rani Molla examined "the Netflix effect." About Recode by Vox: Recode by Vox helps you understand how tech is changing the world — and changing us. Follow Us: Newsletter: Recode Daily Twitter: @Recode and @voxdotcom Learn more about your ad choices. Visit megaphone.fm/adchoices

Patty McCord spent 14 years as the Chief Talent Officer at Netflix, where she produced the famous "Netflix culture deck" and has since authored Powerful: Building a Culture of Freedom and Responsibility. Patrick and Patty discuss the three different companies of Netflix, and how to build an empowered employee with exceptional performance.   Sign up for our newsletter at leddingroup.com/newsletter to get the latest articles, videos, and updates from Dr. Leddin and Leddin Group.

Today, Chris sits down with author, speaker, and former Chief Talent Officer of Netflix, Patty McCord. They talk about how she built Netflix's legendary talent culture, how sexual discrimination hurts EVERYONE, why diversity is important, and why we need to dramatically evolve the way we think about work and careers. Chris opens by talking about why expertise is valuable, and why just being smart or wealthy is no substitution for actually knowing what you're talking about. Read more:Website: About Patty McCordBook: Powerful: Building a Culture of Freedom and ResponsibilityDeck: The Netflix Culture DeckArticle: Elon Musk Criticized for Donating Sleep Apea VentilatorsAbout Patty:Patty McCord served as chief talent officer of Netflix for fourteen years andhelped create the Netflix Culture Deck. Since it was first posted on the web, theCulture Deck has been viewed more than 15 million times, and Sheryl Sandberghas said that it "...may be the most important document ever to come out of SiliconValley."Currently, Patty coaches and advises a small group of companies and entrepreneurson culture and leadership. She also speaks to groups and teams around the world.Patty's book Powerful: Building a Culture of Freedom and Responsibility waspublished in January of 2018.Patty participated in IPOs at Netflix and, before that, Pure Atria Software. Aveteran of Sun Microsystems, Borland, and Seagate Technologies, she has alsoworked with small start-ups. Her background includes staffing, diversity,communications, and international human resources positions.Currently, Patty coaches and advises a small group of companies and entrepreneurson culture and leadership. She also speaks to groups and teams around the world.

We live in uncertain times with respect to job searches, right? That’s an understatement, I know. But that’s why we wanted to bring you one of the sharper minds on what the post-coronavirus job market *could* look like.Patty McCord is a human resources consultant and executive. She was the chief talent officer at Netflix where she was monumental in establishing its corporate culture of empowering employees but only retaining excellent performers. She joined Netflix in 1998 where, with CEO Reed Hastings, she created a presentation about Netflix culture, Freedom and Responsibility, which has been influential in other startups and businesses. Heck, Sheryl Sandberg even called it “the most important document ever to come out of the Valley.”Patty’s book, Powerful: Building a Culture of Freedom and Responsibility, was published in 2018, and became one of Amazon’s best-selling business books.On this episode, we discuss:How important it is for corporations to display empathy is during these trying timesThe impact COVID-19 has had on the employee-employer relationshipHow companies can still have powerful cultures even when everyone is remoteWhat hiring might look like in a post-coronavirus societyAs always, we welcome your feedback. Please make sure to subscribe, rate, and review on Apple Podcasts, Spotify, Stitcher, and Google Play.

The Incredible Patty McCord, former Chief Talent Officer of Netflix, coauthor of the viral Netflix Culture Deck, and author of the book, Powerful: Building a Culture of Freedom and Responsibility joins us on Humans+Tech to share her lessons from working at Netflix and in Silicon Valley.

*This Spotlight was edited from our hour long interview from 2018. Patty McCord, author of Powerful: Building a Culture of Freedom and Responsibility, joins us to discuss her experience as Chief Talent Officer at Netflix and her fringe ideas that led to establishing the universally known, multi-billion dollar tech giant. 

Building a Magnetic Culture | Join Patty McCord, former Chief Talent Officer of Netflix and author of the wildly popular book Powerful: Building a Culture of Freedom and Responsibility, as she shares stories and insights on how to build an elite culture that fosters innovation and profitability. Subscribe to the FranklinCovey On Leadership email newsletter and receive weekly videos, tools, articles, and podcasts to help you become a better leader. ow.ly/tH5E30kAxfj Make It Safe to Tell the Truth: Use this tool to solicit courageous feedback. http://pages.franklincovey.com/2020-Q1-NL-Nov12_Newsletter-Tool-Download.html?utm_source=newsletter&utm_medium=tool&utm_campaign=on%20leadership Fully Formed Adults: That's the criteria for getting hired at Netflix, at least in the early years. Scott Miller shares 7 things that all fully formed adults have in common. https://resources.franklincovey.com/blog/fully-formed-adults?utm_source=newsletter&utm_medium=blog&utm_campaign=on%20leadership

In this episode of Aim Higher, Skip interviews Patty McCord, former Chief Talent Officer at Netflix. While there, she created and continuously updated what has become a famous presentation about Netflix culture called “Freedom and Responsibility.” She wrote a book about that experience, “Powerful: Building a Culture of Freedom and Responsibility,” and discusses with Skip some of the most important lessons she learned at Netflix, and in the seven years since she left. Many of which can be summed up in her algorithm for success: “Is what you love to do—that you’re extraordinarily good at doing—something this company needs someone to be great at?” She and Skip touch on some tough subjects, including how to approach radical honesty with grace, incorporate listening into leadership and how doing hard things is often more important than being happy at work.

On this week's show a one-on-one interview with Netflix's former Chief Talent Officer Patty McCord. Patty is an unapologetic disruptor. She thinks most of us need to change the way we run our teams and she's more than happy to tell us what we're doing all wrong.Patty worked side-by-side with Reed Hastings for 14 years to build Netflix into a place of radical honesty. You'll get a sense of what that sounds like in the first minute of my interview with her. Patty will cause you to rethink more than a few things you do as a leader. You'll love her incredible stories about the early days of Netflix as well as the insights she shares from now interacting with hundreds of CEOs. Here are some of the links from this week's show:Patty McCord's book: Powerful: Building a Culture of Freedom and ResponsibilityThe Netflix Culture Deck - The Powerpoint slide deck Patty & Reed createdNetflix's Current Culture Deck - this is updated from time to timePatty McCord on the TED StageContact Patty McCord to speak to your organization--Connect with me on Instagram, Facebook, LinkedIn, or russhill.comAbout the podcast:Decide to Lead is a weekly leadership podcast. It's designed to share leadership development ideas based on the leadership coaching I do with Fortune 500 executives. I also throw in productivity tips and personal development ideas I pick up interacting with some of the most successful leaders in business today. Make sure you subscribe so you get each new episode as soon as it comes out!

TCV’s Founding General Partner Jay Hoag, a long-time Netflix board member, chats with Patty McCord, Netflix’s chief talent officer for 14 years and co-creator of the Netflix culture deck, for this exclusive podcast about her book: “Powerful: Building a Culture of Freedom and Responsibility.” Together they detail the origins of the culture deck, what happened when it went viral, and how CEOs can apply the principles that made Netflix a magnet for high-performance talent.

This Week:   This week we finish up our discussion with pages 72-148 of Powerful: Building a Culture of Freedom and Responsibility by Patty McCord. Available in Paperback, Kindle, or from Audible.com Reading for next week: Next week we will … Continue reading →

Jonathan Cronstedt, or JCron, joined me for a look into his priorities, the importance of mentorship and learning, as well as a look at why an on-site team makes sense for him and Kajabi. We covered a lot of ground in the 30 minutes of the podcast recording - if you’re interested in how JCron, or someone at his level, organizes himself and where he places his time and energy to get the most out of himself, his business, and his team, do yourself a favor and listen to this episode of the Real World Productivity podcast. Check out the full post and more here: https://productivity.academy/podcast/episode-28-putting-priorities-first-interview-with-jcron-president-of-kajabi/ Listen to this week’s show and learn: The power of a good mentor - and potential pitfalls Where prioritization can provide the most leverage Why an on-site team might be a better fit than going remote Mentioned in the episode Kajabi free trial & course Powerful: Building a Culture of Freedom and Responsibility A Man for All Markets: From Las Vegas to Wall Street, How I Beat the Dealer and the Market --- Send in a voice message: https://anchor.fm/productivityacademy/message Support this podcast: https://anchor.fm/productivityacademy/support

This Week:   This week we continue our book discussion with pages 32-70 of Powerful: Building a Culture of Freedom and Responsibility by Patty McCord. Available in Paperback, Kindle, or from Audible.com Reading for next week: Week 3: 72-110 Week … Continue reading →

This Week:   New Month, New Book!This week we will start our book discussion with the Introduction and pages 1-31 of Powerful: Building a Culture of Freedom and Responsibility by Patty McCord. Available in Paperback, Kindle, or from Audible.com Reading … Continue reading →

Radical honesty - an open and authentic contribution, which lacks the intention of causing unnecessary pain and suffering, but serves to provide a mirror in which we can clearly reflect on the aspects of ourselves to which we are blind. On this episode of the Reboot Podcast, Jerry is joined by Patty McCord, former chief talent officer of Netflix, renowned for pioneering the use of radical honesty in the workplace. With her new book, Powerful:Building a Culture of Freedom and Responsibility, Patty aims to clearly define the best path for creating workplace cultures of high performance and profitability. In this conversation, Jerry and Patty consider how the implementation of radical honesty in our organizations serves to forge solid, supportive spaces where workplace safety is no longer defined solely by the assurance of employment, but contains space for team members to feel seen, heard and nourished to grow. Where skill sets are broadened, and diverse people with different ways of thinking come together without fear or expectation to judge or be judged. Wouldn’t that be a more powerful way of working? Leave us a review on Itunes! Follow our step by step guides: - How To: Leave a Review on Your Computer: - How To: Leave a Review on Your iPhone: Never miss an episode! Sign up for our newsletter to stay up to date on all our episode releases.

“My M.O. in life right now, is being fully present and fully engaged and doing everything with my whole heart and all of my energy, until I’m not doing that particular thing anymore, and then I move on”. Ashley is the Chief People Officer at Freshii, a Canadian food empire now in 18 countries, with a mission to make healthy food affordable and convenient. Ashley has a Masters in Counselling Psychology, and uses her knowledge and understanding of people to inspire individuals and organizations to think differently about culture, human resources, leadership and people development. Ash dives into the role of mindfulness in harnessing her energy and allowing her to remain present and effective as a single mom with a thriving career as an female executive. She shares her balanced approach to life and food, her love of bread(often paired with avocado), and how she satisfies her drive to learn while doing it all. Ash’s Favourite Books: 1. Powerful: Building a Culture of Freedom and Responsibility — Patty McCord https://www.amazon.ca/dp/1939714095/ref=cm_sw_em_r_mt_dp_U_39mxCb9VN6E7V 2. Untethered Soul : The Journey Beyond Yourself — Michael A. Singer https://www.amazon.ca/dp/1572245379/ref=cm_sw_em_r_mt_dp_U_K.mxCbEB1MSTN 3. Harry Potter — J.K. Rowling https://www.amazon.ca/dp/1408856778/ref=cm_sw_em_r_mt_dp_U_3bnxCbEWBWFRJ 4. Tools of Titans : The Tactics, Routines, and Habits of Billionaires, Icons, and World-Class Performers — Timothy Ferriss Ferriss https://www.amazon.ca/dp/1328683788/ref=cm_sw_em_r_mt_dp_U_EcnxCbWTD0XX0 Ash’s Favourite Podcasts: 1. Making Sense with Sam Harris 2. Oprah's SuperSoul Conversations 3. The Tim Ferriss Show 4. Heart Wisdom with Jack Kornfield

Patty McCord is the former Chief Talent Officer at Netflix, where she spent 14 years experimenting with new ways to work. From abolishing performance reviews to challenging the need for policies, Patty believes people come to work as fully formed adults with a desire to make an impact, and she's on a mission to spread the word that we can do this differently. To help facilitate this movement, she authored the book Powerful: Building a Culture of Freedom and Responsibility. You can find out more about Patty at: www.pattymccord.com Michel Falcon is the hospitality entrepreneur behind two of Toronto's hottest restaurants: Petty Cash, and Baro. He leverages customer engagement, employee engagement and company culture strategies to grow his business, and passes on his knowledge as an international keynote speaker and consultant. Michel is the author of People First Culture: Build a Lasting Company By Shifting Your Focus From Profits to People. You can find out more about Michel at: www.michelfalcon.com Where Others Won't is recorded at Apollo Studios in downtown Toronto. It is produced and edited by Adam Esker. You can learn more about Cody Royle by visiting www.codyroyle.com This episode is sponsored by Leaders In Sport, and they have a special offer waiting for you at www.leadersinsport.com/cody

On this episode of “Leadership is a Competitive Advantage” I have the former chief talent officer at Netflix – Patty McCord – on the line to talk about her book “Powerful: Building a Culture of Freedom and Responsibility.” (The book is shortly going to be published in Estonian – “Jõud: kuidas luua vabadusest ja vastutusest kantud töökultuuri” – as well.) During her 14-year tenure at Netflix, Patty found that people are far more engaged and productive when trusted and treated as responsible adults. As the “COO of Culture” at Netflix (this is how she actually calls herself), Patty was the driving force behind the company’s famous “culture deck” that outlines an operating principle based on high-performing employees who behave and reason like responsible adults. Tune in to find out how to create a culture of high performance in an organization. And – for those of you interested in getting more of Patty – I am really glad that Patty will join us at the Estonian Human Resource Management Association's annual conference this spring as one of the keynote speakers. “The reason why I wrote the book was to say that it does not have to be the way it has always been. I wanted to give people permission to experiment with the way we work and not assume that the way we have always done it is the best way to do it just because we have got use to it – and then we call it ‘best practices’. Probably on top of the list of the words I hate in HR jargon is ‘empowerment’. It assumes that you can give people power. And I tease HR people and I say ‘really, seriously, who gave you the magic wand’? If I stop and think about it then the reason we have to go around empowering people now is because we took it all away. Why is it that we think that IQ diminishes from the executive suite to the rank-and-file people that work for you? You know, people actually walk in the door with power every day. No matter what work you do, you walk in the door as an adult and you have responsibilities like everybody else and I believe in my bones that everyone wants to go home at the end of the day and tell their roommate, partner or pet it was a great day at work today! We did this! Everybody wants to accomplish great things, that is what motivates people. If we start with the premise that everyone walking in from the door has power and is an adult who can reason, and we insist that they act like an adult with power who can reason, then the world changes a lot. Everything changes. Otherwise what happens is that we take these fully formed adults and we surround them with all these rules, guidelines and permissions that treat them like children and then we are surprised when they act like that. We need to give them back the power they already have. We need to stop taking it away at every turn.” – Patty McCord Enjoy!

My guest today is Patty McCord. Patty McCord served as chief talent officer of Netflix for 14 years and helped create the Netflix Culture Deck, which has been viewed on Slideshare over 15 million times (Sheryl Sandberg has referred to this deck as “ the most important document ever to come out of the Valley.”). She is also the author of "Powerful: Building a Culture of Freedom and Responsibility". In this episode, we talk about:How Patty uses her time on planesHow her life is different post-NetflixHow Patty prepares for presentationsThe key to making unlimited paid leave workHer commutes to work with Reed Hastings and the critical role this playedWhere she conducted most of her one-on-one meetingsThe importance of being radically honest at work - and how to get better at itHow to change a cultureWhy many companies’ bonus systems are brokenWhat executives need to expect from their HR peopleFind Patty at pattymccord.com, check out her book Powerful (https://www.amazon.com/Powerful-Building-Culture-Freedom-Responsibility/dp/1939714095) and take a look at the Netflix Culture deck (https://jobs.netflix.com/culture).Visit amanthaimber.com/podcast for full show notes from all episodes.Get in touch at amantha@inventium.com.au See acast.com/privacy for privacy and opt-out information.

Sometimes we get so bogged down hyper-analyzing the simplest questions, that we miss the obvious answers. “Do you love your job?” Your answer determines whether or not you’ve found the right place to cultivate your ever-evolving career, and it’s time to talk about it. Join our host/resident HR nerd and her guest, the former head of talent at Netflix (back when it was a mail-order DVD company — years before “Netflix and chill”) Patty McCord as they dive deep into understanding the world of work now, its future, and why you have to take charge of your career. So, who is Patty McCord and why is she a big deal? For starters, she created the Netflix Culture Deck, which is a PowerPoint deck on culture that went viral years ago and is downright legendary in the business world. She is the HR equivalent of Margaret Mead, with her cultural anthropologist approach to the wonderful (if sometimes nasty) world of work. Since leaving to forge her own path in 2012, Patty has been working hard to change the infrastructure of corporate culture at several high-level companies to create the positive change she wanted to see in society. Patty is a feminist, thought leader, author, and an advocate of practicing radical honesty to move past the fundamentally broken way we manage people at work. Her book, Powerful: Building a Culture of Freedom and Responsibility, which is pretty much the hitchhiker’s guide to understanding Netflix’s work culture has been (as the title suggests) a powerful tool in transforming companies into high performing and high earning organizations. Laurie and Patty share a conversation full of wisdom bombs — often touching upon the kinds of lessons you probably already know but all too often forget to pay much attention to. The way we manage people is an HR nightmare. How are workers even expected to stay and love their jobs when they’re not treated like professionals? Seriously, these folks aren’t children, they deserve a better working environment where they are free to own their career and commit to their work. Those times when employees went home saying: “Work was great today!” There is a way to replicate that. It’s called: “Let your professionals do the work they’re GREAT at!” If they’re not doing a great job, then they’re not a good fit, and that’s on you. Hiring the right person for the job boils down to finding fully-formed adults. Since the world of work is always changing, you have to get people who are already whole and are ready to evolve with the company. What’s the future of work and how does automation fit in all this? Don’t fear the future, don’t fear the unknown. Learn to say, “Things are changing. Is it better? How can we make it better?” There’s always room for improvement and that should be the goal of any scaling company. The key takeaway from this episode is the more we learn to adapt and grow, the better off we’ll be as employers and employees. There’s really no point in subjecting yourself to the sheer torture of working for an organization that doesn’t treat you right. When you’re not being treated right, then you’re not in the right place. Laurie and Patty are firm believers in owning your career and calling the shots, so get on with it — you’re a professional, own your career. The DIY HR Handbook Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free! Patty McCord Website LinkedIn Twitter Book Resources Let's Fix Work - Patreon Bob Sutton Jennifer McClure One Stone Creative

Patty McCord, Former Chief Talent Officer at Netflix, joins host Laura Zarrow to discuss her new book, "POWERFUL: Building a Culture of Freedom and Responsibility" and why companies should ditch signing bonuses, performance reviews, and pay secrecy on Women@Work. See acast.com/privacy for privacy and opt-out information.

Patty McCord is the author of the book, Powerful: Building a Culture of Freedom and Responsibility and starting in 1998 she spent 14 years at NetFlix, serving as Chief Talent Officer. She has more than 15 years experience in Human Resources with high-tech companies. She was the Director of Human Resources at Pure Atria, now Rational Software Corporation. She served as Human Resources Manager at Borland International. McCord also ran the Corporate Diversity Programs department at Sun Microsystems. Currently, she is frequently in the media with interviews and articles from Harvard Business Review, NPR, Fast Company and The Wall Street Journal. She speaks at CEO Forums, Business schools and for large groups around the world. When NetFlix began they were small, did not have money for perks. The perks were not something they focused on. Instead, they emphasized good salary, hard problems and good colleagues. Later, they added extras like unlimited maternity leave. In 2001 1/3 of the Netflix employees were let go – for example, those who were not very good at their jobs, middle management or those who complained about the lack of perks.  Shortly after, the price of DVD players dropped and each had a coupon in the box to try Netflix. That led to them being required to work harder with fewer dedicated people. That year they went public and they developed policies and procedures. They expected people to ‘act like adults’ - giving them more freedom but with high expectations for them. One of Netflix’s most talked about perks was unlimited vacation –it was never designed to be a perk. Initially, employees accrued 26 days a year. Instead, as an experiment, they decided that they wouldn’t keep track of the time employees take off but instead will keep track of what they got done. They focus on results and expect employees to act as adults – and so they leave it up to the employees to decide when to take vacation time. McCord’s advice for employees is to figure out what you love to do and where you can do that, solve problems that need to be solved, ask smart questions of management, and take someone you admire to lunch to ask them how they got to their current position What You Will Learn In This Episode: Things ‘to do’ and ‘not do’ in the hiring process The use of anonymous surveys How to be proactive in HR What Netflix looked like in the beginning and how they have evolved The thought behind unlimited vacation at Netflix The importance of leading by example Link From The Episode: http://pattymccord.com

On this episode we welcome former Netflix Chief Talent Officer Patty McCord. We chat with Patty about her new book, “Powerful: Building a Culture of Freedom and Responsibility” along with a host of other topics that include compensation, recruiting, employee engagement, retention, and Patty’s upcoming keynote at CompCon (http://www.compcon.com). Like this episode? Leave us a review on Apple Podcasts and tweet @payfactors.

Patty McCord is best known for serving as Chief Talent Officer of Netflix from 1998-2012. During her time at Netflix she collaborated with other managers over the course of ten years to write a deck on company culture that has been shared over 15 million times on Slideshare and that Sheryl Sandberg has called, “the most important document ever to come out of the Valley”.Patty's book, Powerful: Building a Culture of Freedom and Responsibility, was published in January of 2018 and shares many of the principles on which the Netflix culture was built and offers a practical guide to create a similar culture for your business. In addition to writing and media appearances Patty also coaches and advises a small group of companies and entrepreneurs on culture and leadership.Today Patty is here to talk about how to be a great leader, an invaluable employee, and, create a high-performing company culture.

Patty McCord is best known for serving as Chief Talent Officer of Netflix from 1998-2012. During her time at Netflix she collaborated with other managers over the course of ten years to write a deck on company culture that has been shared over 15 million times on Slideshare and that Sheryl Sandberg has called, “the most important document ever to come out of the Valley”.Patty's book, Powerful: Building a Culture of Freedom and Responsibility, was published in January of 2018 and shares many of the principles on which the Netflix culture was built and offers a practical guide to create a similar culture for your business. In addition to writing and media appearances Patty also coaches and advises a small group of companies and entrepreneurs on culture and leadership.Today Patty is here to talk about how to be a great leader, an invaluable employee, and, create a high-performing company culture.

Bloomberg View columnist Barry Ritholtz interviews Patty McCord, author of the recently released "Powerful: Building a Culture of Freedom and Responsibility." McCord served as chief talent officer of Netflix for 14 years and helped create the Netflix Culture Deck. A veteran of Sun Microsystems, Borland and Seagate Technologies, she has also worked with small startups. McCord currently coaches and advises a small group of companies and entrepreneurs on culture and leadership. 

As the chief talent officer of Netflix, Patty McCord helped create the company’s famous “culture deck”—a 124-page document that went viral and has been shared over 20 million times. Sheryl Sandberg called it “the most important document to ever come out of the Valley.” In her new book, Powerful: Building a Culture of Freedom and Responsibility, Patty teaches how to build high-performance cultures. Great teams are not created with incentives, procedures, and perks, she says. The best thing leaders can do is get rid of the cumbersome systems for managing people. On this episode, we talk about the biggest mistakes HR leaders make, the truth about what motivates employees, and how to practice radical honesty in the workplace.  

In order to be nimble, you need to have a great team that grows with your organization's technology and culture. Join Patty Mccord and I on this podcast epsiode about how you should tackle team development and management as a Product Manager.  Patty headed up HR at Netflix for 14 years and helped develop the Netflix Culture Deck, which is still a staple onboarding document for companies today. Her book “Powerful: Building a Culture of Freedom and Responsibility,” focuses on how the high-performing culture at Netflix was formed — advocating complete honesty and using challenges as motivation rather than incentives.

Radical honesty, the importance of cultural fit—these terms are familiar to most of us. But when Patty McCord, Chief Talent Officer of Netflix, first introduced them to the tech world, they were pretty radical. Xenium's Tyler Meuwissen joins Brandon Laws for a discussion of McCord's new book, Powerful: Building a Culture of Freedom and Responsibility. We'll talk about McCord's take on recruiting, compensation and culture and how these big startup ideas can be applied to small businesses with success. How to Support this Show: Subscribe on your favorite podcast app (iTunes, Stitcher, Google Play, Spotify, etc.) 5-Star Review on iTunes Take our survey and we'll enter you in a drawing for a free book Follow Xenium HR (@XeniumHR) and Brandon Laws (@BrandonLaws) on Twitter, LinkedIn and Instagram Learn more about Xenium HR at xeniumhr.com  SPECIAL OFFERS:  e-learning courses at Xenium -www.xeniumhr.com/courses - promo code "POD" for 10% off all courses. Connect with Tyler on LinkedIn or Twitter

Patty McCord, a Former Netflix Executive, joins hosts Jeff Klein, Mike Useem, and Anne Greenhalgh to discuss her new book "POWERFUL: Building a Culture of Freedom and Responsibility" on Leadership in Action. See acast.com/privacy for privacy and opt-out information.

Sheryl Sandberg has called it, “the most important document ever to come out of Silicon Valley.” Patty McCord co-created that presentation with Netflix CEO Reed Hastings and shaped the unusual no rules culture that enabled Netflix to thrive during her 14 years as the company's Chief Talent Officer. Her new book is POWERFUL: Building a Culture of Freedom and Responsibility. Resources: * http://pattymccord.com/ – Website * @pattymccord1 – Twitter * Buy her book, POWERFUL: Building a Culture of Freedom and Responsibility Sponsored by: * LEADx.org – subscribe to become 1% better every single day Subscribe on iTunes to join our Ambassadors Club: Please click here to subscribe on iTunes, and leave a quick rating. Nothing matters more for bringing the podcast to the attention of others. After you subscribe and leave a review, send an email to info at leadx dot org to let us know, and we'll invite you into the private LEADx Ambassadors Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it's a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world's best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every weekday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you every day just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn't just the name of this new podcast, it's the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you're looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It's packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for? We are exploring leadership. We are about NEXT GENERATION leadership. We believe that professional training and workplace education has not kept up with advances in digital media. Today's emerging leaders and management professionals just don't find 5 day workshops or eLearning modules to be very compelling. Today's talent is mobile and social.

Netflix’s Former Chief Talent Officer, Patty McCord, doesn’t believe in Chief Happiness Officers, does not see hard work as enough, and believes HR should simply scrap policies that do not work for them. Patty McCord, author of Powerful: Building a Culture of Freedom and Responsibility, joins us to discuss her experience as Chief Talent Officer at Netflix and her fringe ideas that led to establishing the multi-billion dollar tech giant everyone knows. From performance reviews to challenging policies, Patty joins the Talent Angle on this episode to share insight on equity in the workplace, how to make HR a strategic function, and ultimately how to build employees who are proud of the company they come from.

Radical honesty - an open and authentic contribution, which lacks the intention of causing unnecessary pain and suffering, but serves to provide a mirror in which we can clearly reflect on the aspects of ourselves to which we are blind. On this episode of the Reboot Podcast, Jerry is joined by Patty McCord, former chief talent officer of Netflix, renowned for pioneering the use of radical honesty in the workplace. With her new book, "Powerful: Building a Culture of Freedom and Responsibility", Patty aims to clearly define the best path for creating workplace cultures of high performance and profitability. Jerry and Patty consider how the implementation of radical honesty in our organizations serves to forge solid, supportive spaces where workplace safety is no longer defined solely by the assurance of employment, but contains space for team members to feel seen, heard and nourished to grow, where skill sets are broadened, and diverse people with different ways of thinking come together without fear or expectation to judge or be judged. Wouldn’t that be a more powerful way of working? Links #43 – The Dharma of Inclusivity – with Konda Mason - https://www.reboot.io/episode/43-dharma-of-inclusivity-konda-mason/ Patty MCcord - Powerful - https://www.amazon.com/Powerful-Building-Culture-Freedom-Responsibility/dp/1939714095

Jeff Jonas, CEO at Sage Therapeutics, discusses drugs targeting mental health disorders. We Drive to the Close with Ryan Detrick, Senior Market Strategist for LPL Financial. Patty McCord, Former Chief Talent Officer at Netflix, talks about her book "Powerful: Building a Culture of Freedom and Responsibility." And Carol and Cory hit today's “Movers and Shakers” on Wall Street and Bloomberg Stocks Editor Dave Wilson has his “Stock of the Day.”  Learn more about your ad-choices at https://www.iheartpodcastnetwork.com

Jeff Jonas, CEO at Sage Therapeutics, discusses drugs targeting mental health disorders. We Drive to the Close with Ryan Detrick, Senior Market Strategist for LPL Financial. Patty McCord, Former Chief Talent Officer at Netflix, talks about her book "Powerful: Building a Culture of Freedom and Responsibility." And Carol and Cory hit today’s “Movers and Shakers” on Wall Street and Bloomberg Stocks Editor Dave Wilson has his “Stock of the Day.” 

Patty McCord, the former chief talent officer at Netflix and author of that company's famous "culture deck," talks with Recode's Kara Swisher about her new book, "Powerful: Building a Culture of Freedom and Responsibility." McCord recalls how CEO Reed Hastings convinced her to work at Netflix and how they developed the principles of the company's culture over many years — which Hastings unilaterally published online, generating millions of downloads. She also talks about the common mistakes companies make when hiring and firing, why coddling employees with Google-style perks is overrated and how businesses can make lasting change in the aftermath of the #MeToo movement. Learn more about your ad choices. Visit megaphone.fm/adchoices

Toxic coworkers are the worst! In this weeks episode, we talk about toxic coworkers - the ones who bully you, the ones who take credit for your work, the ones who just make your life miserable. In the episode, we mention the book, Powerful Building a Culture of Freedom and Responsibility by Patty McCord. It's a great one! If you have a workplace nightmare, email us at itstimetolean@gmail.com and we may feature your story on an upcoming episode. Like what you hear? Don't forget to rate and subscribe so we can let you know when new episodes are up! And remember… be a Leaner, not a Weiner! Follow along on Tiktok: @itstimetolean Check out our website and subscribe at: www.timetolean.com Patreon: https://www.patreon.com/ItsTimetoLean Direct Inquiries: hello@timetolean.com