Listen audiobook Reed Hastings - No Rules Rules online

Review #1 No Rules Rules audiobook free Netflix, got lost all reverence for them. Than anyway an trouble. Defame on Netflix at the same time Reed Hastings. Inspect out Cuties on Netflix, for you’ll realize why.

Review #2 No Rules Rules audiobook streamming online Summary: Reed Hastings, co-founder at the same time CEO of Netflix, talks the management philosophy that underpins the culture at Netflix: Creating people giftedness density, an environment of candor, at the same time empowering employees through decentralized decision making versus restrictive controls. Is that it sensitive? 5 Hit Amazing insight on how to beckon at the same time retain the best people at the same time compensate them based on market value versus internal controls, i.e. salary bands, hope them to make decisions on how to do their job, detain them accountable for amazing performance, at the same time openly learn from misfortune at the same time share the lessons figured out with others of the company. Is that it creative? 4 Hit At finish of any chapter that is that a summary of main fri to underscore the coolest important take-aways. Any chapter builds upon the prior chapter to show how any of the nine dots connect to make the empowered culture. Is that the but written? 4 Hit Any chapter contains an clarification of than anyway happens at Netflix by Hastings then no one management philosophy by Meyer. Book uses innumerable references where anyone other than Hastings or Meyer was speaking. I found it confusing periodically where I believed Hastings was speaking then found it was anyone else. Would have helped if quotes from others were considered in italics or quotation notes were considered applied. Is that it a page turner? 5 Hit Any management fri logically builds upon prior fri produced. As example, if youre going to remove controls for you 1st come in handy a high-performance workforce able of making decisions in the best curiosity of the company. Than anyway also struck me from the philosophy is that the significance of the personality at the pinnacle not just supporting it but living at the same time breathing it. If theres going to be decentralized decision making without governing policies then that needs to be used to be for an entire company, not just a department borders an company. A mid-level manager reading the book would not manage to produce abundance of the concepts in the book on his or her possess; it needs to start with the CEO at the same time permeate through the company.

Review #3 Audiobook No Rules Rules by Reed Hastings Upset as I was expecting a story of the creation of a company not a business process book.

Review #4 Audio No Rules Rules narrated by Allyson Ryan This book outlines the scary management philosophy of Reed Hastings. This book offers a quality guideline on how to make a business culture that neglects your employees like desecrate. His philosophy of using people at the same time spitting them out when they no longer are necessary to him really speaks to his disposition as a personality. His plan of “noble severance” is that also a funny story correlated to abundance other companies.

Review #5 Free audio No Rules Rules – in the audio player below How should a modern company run? We are knew that a modern company needs to be customer centric, employee empowering, release profound stakeholder returns at the same time with agility to move from one opportunity to the one more. This book provides a provocative answer to these questions concrete from the CEO. Reed Hastings at the same time Erin Meyer have actually written two books in one. One book is that NO Rules at the same time the other is that Netflix at the same time the culture of reinvention. The composition is that most powerful as Reed fractions experiences at the same time stories at the same time Erin puts them in a broader context. This keeps the book from becoming preachy. This book is that advised, but not for the preconditions one might think. Read this book as a favorite, because it is that likely to make a level of these fruits borders the scope of your team. This is that a book for managers who wish to realize how they can beckon at the same time make higher performance by adopting these thoughts where likely. Reading this book from an organizational reincarnation fri of opinion, to be honest, is that futile at the same time hopeless for one regular reason. Your company is that not a higher giftedness density company. In other words the significant, foundational at the same time core reason for NETFLIXs success they have, hire, keep at the same time all the time upgrade their giftedness. Becoming a higher giftedness deaf company requires living the following deeds that are the foundation of the book: For you increase giftedness tensity by creating a workforce of higher performers For you introduce candor by joyful loads of feedback For you remove controls such as vacation, take a trip at the same time expense policies For you strengthen giftedness density by paying pinnacle of the market, always For you extension candor by highlighting organizational transparency For you release more controls such as decision-making approvals For you max-up giftedness density by implementing the Keeper Trial Max-up Candor by creating circles of feedback Save almost all controls by favorite with context at the same time note keep under control These seem like normal empowerment similar themes. Beware the book talks about how NETFIX embodies them to a degree that makes them all but impossible for the extensive most of companies like 98%. Abundance will read this book at the same time pay lip maintenance to these principles, no one CHROs will shield up at the same time they say that they are a giftedness deaf company, but these are aspirational at best at the same time insincere at the other finish of range. High-density giftedness is that the core of NETFLIX at the same time its ability to execute these strategies effectively. They are quality, not because they have quality people, they are NETFLIX because they work hard to always have the best People. That is that no average at NETFLIX, all are method above average when they are that at the same time when they fall down back to average correct performance gets a noble severance package. The selected quotes from the book show the centrality of higher giftedness density to the company at the same time anyone seeking to adopt these thoughts. We figured out that a company with really deaf giftedness is that a company everyone wants to work for. Higher performers in particular thrive in environments where the overall giftedness density is that higher. Page 7. Wed found a method bestow our higher performers just a little more keep under control over their lives, at the same time that keep under control produced everybody feel just a little freer: due to our high-talent density, our employees were considered already glad at the same time responsible. Page 54. Once for you have a workforce produced up of nearly only of higher performers, you can count on people to behave reverently. Page 69. Dispersed decision-making can only work with higher giftedness density at the same time out of habit amounts of organizational transparency. Without these parts, the entire premise backfires. P. 131. One of the preconditions this (higher density) is that so problematic is that abundance companies is that because business managers are continually narrating their employees, we are a generic. But a high-talent-density work environment is that not a generic. Page 166. At Netflix, I wish any manager to run her department like the best professional teams, working to create healthy emotions of commitment, cohesion at the same time camaraderie, while continually making aggressive decision to ensure the best player is that manning any post. Page 169. Favorite with context wont work unless for you have the right criteria in dispose. At the same time the 1st prerequisite is that higher giftedness density. Page 201. Overall the book is that but worth your time. Its amusing, eminently readable at the same time enlightening. It contains a number of thoughts that will become organizational at the same time management buzzwords in the future. Barely read it with the caveat that very few companies have the capacity or used to be desire to shackles these thoughts into practice at the organizational level.