I had the opportunity to attend a webinar with Lynn Carter, Director of Talent Acquisition at Netflix. Many of you know Netflix as the first company to ship a DVD straight to your home (my mom still loyally queues up movies to be delivered to her Oregon home every week). In the past decade, Netflix has also gained recognition as a leader in organizational design and culture. Having had the chance to learn from Carter, I listen to Netflix Founder and CEO Reed Hastings on Reid Hoffman’s podcast, Masters of Scale. From these two interviews, I discerned three key lessons from how Netflix thinks about building and evolving their organizational culture that I think are relevant to any leader who wants to strengthen their own organizational culture.
In writing this blog post I revisited notes from the dozens of conferences I’ve been lucky to attend in the past year. One conference that continues to stand out in terms of content, collaboration, and creativity is the Responsive Conference. I was lucky to join as an attendee last year and plan to return with a team of colleagues and clients this September.
There were so many great sessions and presenters, but one quote, in particular, has stuck with me. Jocelyn Ling Malan, Principal Incandescent shared this concise, but powerful advice about organizational culture, “Design things as systems, not in parts.”
In one of the panel presentations at the Education Elements Personalized Learning Summit , Julia Freeland-Fisher (The Clayton Christensen Institute), Anthony Kim (Education Elements), and Lydia Dobyns (New Tech Network) shared what they’ve been reading, thinking, and writing about networked teams and learning. All three have new books out this year exploring the power of networks. I’ve also been thinking a lot about how we learn and how we share information as I’ve worked with Alexis Gonzales-Black and Anthony Kim to develop activities to support their book, The NEW School Rules.
As we work with schools and districts around the county to help them learn about and implement The NEW School Rules, one of the questions we’re often asked is “how do I become a better manager?” There are many theories of leadership and what it takes to be a great managers. I am particularly inspired by the work of LifeLabs Learning, who help managers develop a coaching mindset.
Many of you may know about the influential book Team of Teams: New Rules of Engagement for a Complex World that was published in 2016. General McChrystal and his book have had an enormous impact on how leaders think about teaming and collaboration. In particular, McChrystal’s book inspired Anthony Kim and Alexis Gonzales-Black and how they think about teams and decision-making in their own book, The NEW School Rules: 6 Vital Practices for Thriving and Responsive Schools.
Last month I was privileged to be one of 175 leaders selected to attend the inspiring Culture Conference in Santa Clara, CA. There were so many brilliant thinkers and ideas at this event that it will likely provide fodder for many future blog posts.
There are many avenues you can take when making change in your organization. Change can be made at the structural level by redesigning the way teams are organized. Change can be made at the team level by refining the way collaboration happens. Change can be made at the individual level by evolving personal habits and practices.
How many of you have been on a team where one person carries the bulk of the work? One where teammates spend hours fighting for control of decisions and resources? One where nobody claims responsibility for the failure of a project?
This confusion over roles, conflict over authority, and lack of accountability is unfortunately all too common.