Leadership - Deepstash

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Leadership

134 STASHED IDEAS

  • Open, clear and constant communication: across the entire company about the work to be done and challenges being faced.
  • Radical honesty: telling one another, and management, the truth in a timely fashion and ideally face to face.
  • Debating based on fact-based opinions: at Netflix, employees are expected to have strong, fact-based opinions and to debate them avidly and test them rigidly.
  • Customer and company first: people base their actions on what’s best for the customer and the company, not on attempts to prove themselves right.
  • Preparing teams for the future: The right skills with potential.

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Powerful: Radical ideas from Netflix

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The larger organizational call to action should be clear: Visibility is an enterprise asset that requires purpose, policies, and management. Return on visibility — the belief that measurable value can be had from ethically monitoring people and processes — is more than a provocative idea; it’s a credible key performance indicator.

Greater visibility should make workers feel more empowered, not more vulnerable or exposed. Leaders can’t credibly hide its role as an instrument of managerial control. That means workforces should know where leaders unambiguously champion values-driven visibility and how they will reconcile visibility-driven values when clashes arise.

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  • High-impact contributors: These people are doing work of exceptional value and impact.
  • Typical contributors: These are smart and talented people who are doing solid work.
  • Under-contributors: These are smart and talented people who are playing below their ability. 

The difference between the Impact players and the Contributor is the mode of thinking. It’s learnable and coachable, thus available to everyone. A leader can develop an entire team with the Impact Player Mindset.

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