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review Powerful: Building a Culture of Freedom and Responsibility 100 Ú ☀ [PDF / Epub] ★ Powerful: Building a Culture of Freedom and Responsibility By Patty McCord ✍ – Dcmdirect.co.uk When it comes to recruiting motivating and creating great teams Patty McCord says most companies have it all wrong In Silicon Valley   McCord advocates practicing radical honesty in the workplace saying good bye to employees who don’t fit the company’s Powerful Building PDFEPUBemerging 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 e. The worst book a I have ever read Boring to death Captain Obvious

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When it comes to recruiting motivating a Culture PDF #206 and creating great teams Patty McCord says most companies have it all wrong McCord helped create the uniue 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 today’s modern business we are struggling to adapt uick enough as we wait for the dinosaurs to die off This book gives a great insight into how you can start to speed up that process through all the small things that make a big difference Tremendously relevant

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Powerful Building a Culture of Freedom and ResponsibilityMpowerment 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 Building a Culture PDF #8608 ru. How to get the best out of your staffI am always a bit wary of books that use the template of one company as the success formula for every company Books like Blitzscaling As Freek Vermeulen and many others have explained companies are too complex for a one size fits all approachPowerful building a culture of freedom and responsibilityHowever it is Netflix and some of the suggestions in “Powerful building a culture of freedom and responsibility” make a lot of sense The book is best described as a hard nosed version of ROWE Results Only Work EnvironmentNetflixWe all know Netflix It has continuously reinvented itself and is in my view a lot sympathetic than “The four” and is likely to be successful in the long run It will be interesting what they will do when TV AR VR and gaming merge into oneCheck your own HRMHere are a few uestions for youIf you stop any employee at any level of the company in the break room or the elevator and ask what are the five most important things the company is working on for the next six months that person should be able to tell you rapid fire one two three four five ideally using the same words you’ve used in your communications to the staff and if they’re really good in the same order If not the heartbeat isn’t strong enough yetHow well do you think people throughout the company could describe its business modelDo you share with employees the same information presented in your company’s earnings callsIs everyone aware of the difficult challenges your company faces Have you asked them their thoughts about how to tackle theseWhat areas of your business do you think your people know little to nothing aboutHow well do you think your people understand who the customer is and what their needs and desires areDo you regularly share customer researchIf you were going to hold an off site what is the most pressing issue you would want your people to learn about and debateAre people free to disagree with a point made by someone in authority during a team meetingHow open have you been with your team about the current prospects of your business and the most difficult problems the company and your team are dealing withSimpleNetflix kept it very simple Every Single Employee Should Understand the Business Read that again Every Single Employee Should Understand the BusinessLatitudeThey began with inculcating a core set of behaviours in people demand these behaviours but then giving them the latitude to practice those behaviours well It makes teams astonishingly energised and proactive The key word is latitude Freedom to act Treating people like adults and let them get on with it That includes transparency and giving people the information they need It means encouraging and stimulating uestions and honest debateEmbrace the thrillYou want people to embrace the need for change and be thrilled to drive it Netflix had come to understand that the most successful organisations in this world of increasingly rapid disruption will be the ones in which everyone on every team understands that all bets are off and everything is changing—and thinks that’s great They wanted people to feel excited to come to work each day not despite the challenges but because of themStrip away the policies and proceduresWhich means they kept stripping away policies and procedures What Netflix found that after they d had to let many middle managers go in our big layoff they noticed that everyone moved much faster without all those layers of opinions and approvals What takes the place of rules processes approvals bureaucracy and permissions The answer Clear continuous communication about the context of the work to be donePeople are adultsWhich means they don’t tell people what to do Don’t do incentives There is no better reward than making a significant contribution to meeting a challenge Ask any very successful person what their fondest memories of their career are and they will inevitably tell you about an early period of struggle or some remarkably difficult challenge they had to overcomeIn Netflix’s view a company’s job isn’t to empower people; it’s to remind people that they walk in the door with power and to create the conditions for them to exercise it Do that and you will be astonished by the great work they will do for youYour jobA business leader’s job is to create great teams that do amazing work on time Excellent colleagues a clear purpose and well understood deliverables that’s the powerful combination The most important job of management is to focus intently on the building of great teamsThe tips not that dissimilar to “Principles”The best thing you can do for employees is to hire only high performers to work alongside themYou go to war with the army you have not the army you might want or wish to have at a later timePeople need to see the view from the C suite to feel truly connected to the problem solving that must be done at all levels and on all teams so that the company is spotting issues and opportunities in every corner of the business and effectively acting on themFully and consistently communicated to everyone the behaviours you expect your staff to be disciplined about starting with the executive team and every managerMake sure that every single employee understand your philosophy and the behaviours you want them to executeCreate a culture deckCreate open clear and constant communication about the work to be done and the challenges being facedPractice radical honestyTruthful people are truthful in everything they doIt is not cruel to tell people the truth respectfully and honestly To the contrary being transparent and telling people what they need to hear is the only way to ensure they both trust you and understand you Your people can handle the truth straight and in person and so can youEncourage people to have strong fact based opinions and to debate them avidly and test them rigorouslyGet people to base their actions on what was best for the customer and the companyGet 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 positionFind the best creative talent with the skills to execute and then give those creators the freedom to realise their visionMake sure that every single member of a team knows where they’re