Building a culture of freedom and responsibility where agile values thrive and flow is a journey of discovery and iteration.
Third, we make sure this is a journey of radical transparency and Radical Candor where any sign of dishonesty from their side and the organization following, will mean the game over.
1. The illusion of control
2. The ego of power
3. The answers for everything
4. Tolerance to mediocrity, sameness, average.
5. The darkness of lack of transparency and honesty.
The example of Netflixx
People management is unified around fundamentals and directly tied to the business.
High performance culture doesn’t happen in one fell swoop, it unfolds over time through experience, experiments, and radically honest behaviors modeled by leaders.
Netflix, like all high-performing companies, was a growing, changing organism needing excellent collaboration, clear purpose and well understood deliverables by all. Imperative to the triumph of their proactive culture was the ability to say with confidence, “In six months, this is what success is going to look like.”
To achieve peak agility and performance, there’s no better way to learn than to be in the game.
The proactive culture means having the right people on the right teams for the right work, at all times.
"ActioGlobal has helped us comprehend how to incorporate the best agile consulting used today by leading companies around the world step by step. What I value most about this experience is the practice-oriented and facilitating approach, away from dogmatism or inflexibility. This approach enabled me to deepen my understanding and reflect on the way how to transform our organization to meet the challenges in an increasingly complex and changing context."
Value Chain Director, La Sirena
As it is true in any High-Performance Organization, in Netflix is ingrained the notion that rather than responsibility for the development and engagement of an employee (this is considered an individual responsibility),
it is the organization’s foremost responsibility to provide every employee with clarity of and connection to the emerging needs of the business, so that peak performers can then meet and exceed those needs by developing their competencies.
This required the leadership team to coach and model honest, direct, actionable feedback. Radical Candor. Is the decision-making system clear? Is it communicated widely? Do team members understand the goal? Netflix has become a place where healthy, fact-based debate is encouraged, and even staged, which has shaped a culture composed of Agile values and principles.
Fluid metrics, a willingness to be wrong at the executive level, and taking a customer view in everything has brought the needed clarity to curtail unnecessarily elaborate efforts and transparently align (or recruit) the right people for the job at hand.
Netflix encourages their people to go out and interview regularly. And they constantly recruit talent. To honor the performance culture, there is a mutual, and expected “openness with which to consider whether or not the future of the company is the one you want to be a part of.”
Success is about finding the right fit.
Imagine if you had an organization full of people who know they have power.
Culture is the strategy of how you work. Proactively preparing for the road ahead, with a clear view of the emerging business needs and landscape leads us to unceasingly keep. “moving on with moving on.”