The Netflix Freedom & Responsibility Culture Deck has been hailed as one of the most important documents to come out of Silicon Valley. Its origins, however, were much less aspirational. For Reed Hastings and Patty McCord, it was an iterative tool.
JWI 522: Strategic Partnering with the C-Suite Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This document is subject to change based on the needs of the class. JWI 522 – Assignment 3 (1236) Page 1 of 3
Assignment 3: Zoom Presentation: Making Your Organization THE Place to Be Due: Sunday, Midnight of Week 7 (Weight: 25%)
Background The Netflix Freedom & Responsibility Culture Deck has been hailed as one of the most important documents to come out of Silicon Valley. Its origins, however, were much less aspirational. For Reed Hastings and Patty McCord, it was an iterative tool. It was not designed to be pretty or to have a place on the world stage. It was an attempt to define what Netflix was as a company – not in terms of a business plan or strategy, but from a “people perspective.” It was an effort to articulate all they had learned about what it takes to create a high performing culture. It also sent a message to both current and potential employees: “If you want to work for Netflix, here’s what you’re in for. If this doesn’t look like something you want to be a part of, then Netflix is not for you.” Scenario The work you have been doing in the HR concentration of your MBA program has been getting a lot of attention around the office lately. You have had some great conversations with colleagues and challenging the perceptions of what HR can do as a strategic growth driver in the organization. In fact, all this buzz has caught the attention of your CEO. Your first meeting with the Executive Team in which you discussed your HR Snapshot and presented a candid view of the needs and opportunities (Assignment 1) was well received. The CEO has heard you talking about the Netflix Culture Deck, and has asked you to lead a meeting to discuss whether a resource like that would be an effective tool in defining and communicating the cultural and talent management principles in your own organization. Instructions You have decided to organize your PowerPoint presentation in two parts:
1. In the first part of your presentation, you will use 4 to 5 slides to present an analysis of the Netflix Culture Deck to share with the CEO and Executive Team. In drafting your analysis, your objective is to assess which of the Netflix practices are most relevant for growth at your organization.
a. Identify the three most exciting and relevant practices in the Netflix Culture Deck. Explain why you selected them and the potential benefits and challenges of implementing these practices at your organization. If applicable, indicate how each practice you chose might need adaptation to succeed in your workplace culture.
b. You know that your CEO respects the teachings of Jack Welch and that the three practices you’ve chosen may differ from those that Jack advocates. As you present each Netflix practice, compare it with Jack’s ideas on that topic. Explain how it aligns with Jack’s principles or, if it does not align, explain why the Netflix practice makes sense in the context of your business and/or today’s marketplace.
JWI 522: Strategic Partnering with the C-Suite Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This document is subject to change based on the needs of the class. JWI 522 – Assignment 3 (1236) Page 2 of 3
2. In the second part of your presentation, you will use 4 to 5 slides to outline recommendations for talent management practices that could help to transform your organization into “THE place to be.” You can organize this part of your deck as you wish, but it must include the following:
a. Recommend 2 or 3 transformative practices. These could be practices presented in the Netflix Culture Deck or they could be different practices.
b. Explain: i. How the ideas you are presenting will transform your organization ii. What it will take to implement them, including:
• team structures that may need to be changed • management capabilities • compensation and access to talent pools • timelines and milestones for a rollout
iii. How success and ROI will be measured
You know you have to get the Executive Team excited, so have some fun. Be bold, but not reckless. Explain why your ideas are right for your company, for the labor market in which you compete, and how they relate to the current organizational culture and norms. Bring your enthusiasm and show your 4 E’s + P, as described by Jack in Chapter 6 of Winning. Submission Requirements
• The submission for this assignment is in the form of a recorded presentation delivered via Zoom • Must include a PowerPoint deck of 8 to 10 slides, addressing all the required components • Presentation demonstrates mastery of the materials and includes citations to support any
sources, figures or references used • The presentation must last for 8 to 10 minutes, demonstrate strong executive presence, and be
delivered in a professional manner appropriate for a C-Suite meeting
JWI 522: Strategic Partnering with the C-Suite Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This document is subject to change based on the needs of the class. JWI 522 – Assignment 3 (1236) Page 3 of 3
RUBRIC: Assignment 3
CRITERIA Honors High Pass Pass Low Pass Unsatisfactory
1. Assessment of Netflix Freedom and Responsibility Culture Deck Weight: 15%
Assessment was excellent; included insightful analysis of the required 3 practices. Demonstrated a deep understanding of advantages and disadvantages compared to Jack’s and practices.
Assessment was very good; included sound analysis of the required 3 practices. Included thoughtful assessments of advantages and disadvantages compared to Jack’s and practices.
Assessment was good; included analysis of the required 3 practices. Included basic comparisons to Jack’s principles and practices.
Assessment was basic, but provided minimal analysis and/or addressed fewer than the required 3 practices. Did not include comparisons to Jack’s principles or practices.
Assessment was missing, unclear or off-topic. Did not demonstrate an understanding of the principles presented in the Netflix Culture Deck.
2. Recommendations and Rationale Weight 15%
Met HP, plus offered additional insights to how the recommendations would create a sustainable competitive advantage.
Provided excellent, well-thought-out recommendations. Rationale was specific and clear in how these recommendations would drive the success of the organization.
Provided good recommendations. Rationale was clear in how these recommendations would drive the success of the organization.
Provided minimal set of basic recommendations. Rationale was unclear or missing in how these recommendations would drive the success of the organization.
Recommendations were missing and/or unclear. No evidence of insights into how the recommendations would drive the success of the organization.
3. Implementation Plan Weight: 25%
Plan was complete and demonstrated understanding of what had to be done, by whom and when and employed excellent clear visuals for support.
Plan was excellent; provided clear and compete outline using good visual tools to display implementation details.
Plan was good but was unclear on ownership and/or timelines.
Plan was basic, but either lacked content or did not adequately identify specific actions needed to implement the practices.
Plan was missing or showed no evidence of addressing the most critical factors needed to implement the practices.
4. Use of supporting data, citations and metrics Weight: 25%
Made insightful use of current data and sources; included specific, detailed and verifiable success measures to evaluate the plan.
Very good use of data and references were included to support proposed plan; clear success metrics to evaluate the plan were included.
Relevant, but basic data and references were provided to support proposed plan; basic success metrics to evaluate the plan were included.
Minimal data or references were provided to support proposed plan; success metrics to evaluate the plan were missing, unclear or poorly defined.
No data or references were provided to support proposed plan; no inclusion of success metrics
5. Delivery Weight 20%
Delivery showed strong executive presence; made excellent use of visual supports without overwhelming the audience or distracting from the presenter.
Presentation was very good with well-timed transitions, good reference to visual supports and confident, knowledgeable tone of voice and body language.
Presentation was competent and well timed. Made good use of visual supports, but lacked strong executive presence and demonstration of confidence in delivery.
Delivery met minimal basic requirements but demonstrated a lack of executive presence and understanding of the expectations for presenting to an executive team.
Delivery was awkward, unprofessional, and/or made poor use of visual supports.
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