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1,Netflix Culture: Netflix文化： Freedom & Responsibility 自由与责任,2,We Seek Excellence 我们寻求卓越,Our culture focuses on helping us achieve excellence 我们的文化聚焦于帮助自己达成卓越,3,Seven Aspects of our Culture 文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值） High Performance （追求高绩效） Freedom & Responsibility（自由和责任） Context, not Control（情景管理而非控制） Highly Aligned, Loosely Coupled（认同一致，松散耦合） Pay Top of Market（支付市场最高工资） Promotions & Development （晋升和成长）,4,Many companies have nice sounding value statements displayed in the lobby, such as: 众多公司在大堂展示动听的价值观，诸如：,Integrity正直 Communication沟通 Respect尊重 Excellence卓越,5,Enron, whose leaders went to jail, and which went bankrupt from fraud, had these values displayed in their lobby: 安然公司，高层入狱，公司因欺诈而破产，在它的大堂里展示着这些企业价值观：,Integrity正直 Communication沟通 Respect尊重 Excellence卓越,(These values were not, however, what was really valued at Enron 这些字眼显然并非是安然公司真正的价值观),6,The actual company values, as opposed to the nice-sounding values, are shown by who gets rewarded, promoted, or let go 公司真正的价值观和动听的价值观完全相反，是具体通过哪些人被奖励、被提升和被解雇来体现。,7,Actual company values are the behaviors and skills that are valued in fellow employees 真正的价值观是被员工所重视的行为和技能。,8,At Netflix, we particularly value the following nine behaviors and skills in our colleagues 在Netflix，我们特别珍视以下9项同事们拥有的行为和技能,meaning we hire and promote people who demonstrate these nine 也意味着我们雇佣和升迁能够体现这9项特质的员工,9,You make wise decisions (people, technical, business, and creative) despite ambiguity 你在对人，对技术、对商务和对创新上能够做出明智的决定，摒弃模棱两可 You identify root causes, and get beyond treating symptoms 你明辨事物根由，不为表象所惑 You think strategically, and can articulate what you are, and are not, trying to do 你能战略性思考，有自知之明，并努力做到 You smartly separate what must be done well now, and what can be improved later 你能很聪明地分清楚哪些事现在必须完成，哪些事可以稍后跟进,Judgment 判断力,10,Communication 沟通力,You listen well, instead of reacting fast, so you can better understand 你善于聆听，而非快速反驳。如此你能够更好地理解 You are concise and articulate in speech and writing 你在说和写的时候简洁清晰 You treat people with respect independent of their status or disagreement with you 你待人接物心存敬意，不在意对方的身份，也不在意对方持有异议 You maintain calm poise in stressful situations 在重压之下，你也能镇定自若,11,Impact 影响力,You accomplish amazing amounts of important work 你能完成众多重要工作 You demonstrate consistently strong performance so colleagues can rely upon you 你的同事能仰仗你持续输出的强大工作能力 You focus on great results rather than on process 你注重结果而非过程 You exhibit bias-to-action, and avoid analysis-paralysis 你偏好先发制人而非谋定后动,12,Curiosity 好奇心,You learn rapidly and eagerly 快速学习且渴望学习 You seek to understand our strategy, market, customers, and suppliers 努力理解公司的战略、市场、用户和供应商 You are broadly knowledgeable about business, technology and entertainment 拥有对商业、技术和娱乐的广泛认知 You contribute effectively outside of your specialty 在你专长之外也能有效提供贡献,13,Innovation 创新,You re-conceptualize issues to discover practical solutions to hard problems 你能重构概念以找出难题的特别解决之道 You challenge prevailing assumptions when warranted, and suggest better approaches 你能挑战成见，给出更好的方法 You create new ideas that prove useful 你能想出的新点子且被证实有效 You keep us nimble by minimizing complexity and finding time to simplify 你能通过降低复杂度，找到简化时间的方法以保持公司的敏捷,14,Courage 勇气,You say what you think even if it is controversial 你想说什么就说什么，哪怕有所争议 You make tough decisions without agonizing 你能毫无痛苦地作出艰难决定 You take smart risks 你能明智地冒险 You question actions inconsistent with our values 你能质疑和我们价值观不一的行为,15,Passion 热情,You inspire others with your thirst for excellence 以你对卓越的渴望激励他人 You care intensely about Netflixs success 你对公司的成功深系于心 You celebrate wins 你热爱胜利 You are tenacious 你坚忍不拔,16,Honesty 诚实,You are known for candor and directness 众人认为你坦白直率 You are non-political when you disagree with others 你不同意他人意见时并非出于公司政治的考量 You only say things about fellow employees you will say to their face 你不背后议论他人 You are quick to admit mistakes 你能很快承认错误,17,Selflessness 无私,You seek what is best for Netflix, rather than best for yourself or your group 你寻求的是什么对Netflix最好，而不是什么对你自己和你的小团队最好 You are ego-less when searching for the best ideas 当大家一起找寻最佳方案时，你没有那么多自我要维护 You make time to help colleagues 你愿意花时间帮助同事 You share information openly and proactively 你能主动开放地分享资讯,18,Seven Aspects of our Culture 文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值） High Performance （追求高绩效） Freedom & Responsibility（自由和责任） Context, not Control（情景管理而非控制） Highly Aligned, Loosely Coupled（认同一致，松散耦合） Pay Top of Market（支付市场最高工资） Promotions & Development （晋升和成长）,19,Imagine if every person at Netflix is someone you respect and learn from 设想一下，如果公司里的任何一个员工，你都发自内心地尊重，而且能够从他们身上学到东西,20,Great Workplace is Stunning Colleagues 最好的工作环境是拥有一群超级棒的同事,Great workplace is not espresso, lush benefits, sushi lunches, grand parties, or nice offices 最好的工作环境不在于上等咖啡、丰厚福利、日本料理、盛大派对和漂亮办公室 We do some of these things, but only if they are efficient at attracting and retaining stunning colleagues 我们也会做上述的事情，但那只是因为这样才能吸引和留住那些超级棒的同事。,21,Like every company, we try to hire well 和许多公司一样，我们努力将招聘做好,22,Unlike many companies, we practice: 和许多公司不一样，我们实行： adequate performance gets a generous severance package 仅仅做到称职的员工，也要拿钱走人,23,Were a team, not a family 我们是个团队，不是个家庭 Were like a pro sports team, not a kids recreational team 我们就像个专业运动队，而不是小孩子过家家 Netflix leaders hire, develop and cut smartly, so we have stars in every position 因为Netflix的领导能够明智地聘用、培养和裁员，所以我们在每个岗位上都是明星员工,24,The Keeper Test Managers Use: 管理者的员工去留测试：,Which of my people, if they told me they were leaving, for a similar job at a peer company, would I fight hard to keep at Netflix? 我手下的员工里，如果有人要辞职去同业公司做类似工作，有哪些人是我会拼命挽留的？,25,The other people should get a generous severance now, so we can open a slot to try to find a star for that role 如果不是，那么这样的员工我们只能让他们拿钱走人，这样我们才能空出位子，为团队找到明星员工。,The Keeper Test Managers Use: 管理者的员工去留测试：,Which of my people, if they told me they were leaving, for a similar job at a peer company, would I fight hard to keep at Netflix? 我手下的员工里，如果有人要辞职去同业公司做类似工作，有哪些人是我会拼命挽留的？,26,Honesty Always 永远保持诚实,As a leader, no one in your group should be materially surprised of your views 作为领导者，你团队中的任何一名成员都不应该对你的评估感到特别惊奇,27,Candor is not just a leaders responsibility, and you should periodically ask your manager: “If I told you I were leaving, how hard would you work to change my mind?” 坦诚不单是领导者的责任，作为员工，你也应该定期地询问你领导：如果我告诉你我要辞职，那你会多大程度上努力挽留我？,Honesty Always 永远保持诚实,28,All of Us are Responsible for Ensuring We Live our Values 我们所有人都有责任确保价值观的延续,“You question actions inconsistent with our values” is part of the Courage value 质疑和我们价值观不一致的行为”是勇气那一章的一部分。 Akin to the honor code pledge: “I will not lie, nor cheat, nor steal, nor tolerate those who do” 和我们的荣誉准则一致：“我不撒谎，不欺诈，不偷窃，也绝不容忍这么做的人。,29,Pro Sports Team Metaphor is Good, but Imperfect 专业运动队的比喻很好，但有瑕疵。,Athletic teams have a fixed number of positions, so team members are always competing with each other for one of the precious slots 运动队有固定的位置数量，所以成员们会为了宝贵的位置而相互竞争。,30,Corporate Team 合作团队,The more talent we have, the more we can accomplish, so our people assist each other all the time 我们的团队能力越大，我们所取得的成就也就越大，所以我们的人始终彼此帮助。 Internal “cutthroat” or “sink or swim” behavior is rare and not tolerated 内部人员之间的倾轧行为非常少见，而且不被容忍。,31,We Help Each Other To Be Great 我们彼此帮助，共同成就。,32,Isnt Loyalty Good? 忠诚有益？ What about Hard Workers? 如何对待勤奋员工？ What about Brilliant Jerks? 如何对待不羁天才？,33,Loyalty is Good 忠诚有益,Loyalty is good as a stabilizer 忠诚就像稳定器一样有益。 People who have been stars for us, and hit a bad patch, get a near term pass because we think they are likely to become stars for us again 那些想成为明星员工的人表现低迷，会得到原谅，因为我们认为他们很有可能会再次成为我们的明星员工。 We want the same: if Netflix hits a temporary bad patch, we want people to stick with us 我们也想得到同样的回馈：如果Netflix遭遇短期低迷，我们希望员工会和我们紧密团结在一起。 But unlimited loyalty to a shrinking firm, or to an ineffective employee, is not what we are about 但是，对于一个走下坡路的公司，或者对一个无效率的员工，无限度的忠诚并非我们所希望的。,34,Hard Work Not Relevant 勤奋工作-并非切题,We dont measure people by how many hours they work or how much they are in the office 我们不会用花了多少小时工作，或者有多少人呆在办公室里作为衡量员工和团队的标准。 We do care about accomplishing great work 我们只在意是否完成了伟大的工作成就。 Sustained B-level performance, despite “A for effort”, generates a generous severance package, with respect 持续做出B级的工作输出，不想着做到A级的效能，只能请他拿钱走人，客客气气的。 Sustained A-level performance, despite minimal effort, is rewarded with more responsibility and great pay 保持A级的工作输出，追求最大效用，将会被委以重任，酬以重金。,35,Brilliant Jerks 不羁天才,Some companies tolerate them 有些公司容忍他们。 For us, cost to effective teamwork is too high 对于我们而言，这种人会使得保持团队效率的代价太大。 Diverse styles are fine as long as person embodies the 9 values 保持多样性的风格很好，但这个人得体现出前述9种价值观。,36,Why are we so insistent on high performance? 为什么我们对高效能如此坚持？,In procedural work, the best are 2x 对于程序型的工作，顶级员工的输出量是一般员工的2倍。 better than the average. In creative/inventive work, the best are 10x better than the average, 对于创新型/创意型的工作，顶级员工的输出量是一般员工的10倍！ so huge premium on creating effective teams of the best 以顶级员工组成的高效团队就有那么大提升！,37,Why are we so insistent on high performance? 为什么我们对高效能如此坚持？,Great Workplace is Stunning Colleagues 最好的工作环境是拥有一群超级棒的同事。,38,Our High Performance Culture Not Right for Everyone 我们的高效能文化并非对所有人都合适。,Many people love our culture, and stay a long time 许多人喜欢我们的企业文化，并且呆了很长时间 They thrive on excellence and candor and change 他们因为公司的卓越、坦率和变化而成长。 They would be disappointed if given a severance package, but lots of mutual warmth and respect 他们会因为被辞退而感觉到失望，但是带走彼此之间的热情和尊重。,39,Our High Performance Culture Not Right for Everyone 我们的高效能文化并非对所有人都合适。,Some people, however, value job security and stability over performance, and dont like our culture 部分人看重工作的安稳甚于高效输出，而且并不喜欢我们的企业文化。 They feel fearful at Netflix 他们在Netflix会心怀忧惧。 They are sometimes bitter if let go, and feel that we are political place to work 如果让他们走人，有时他们会感到苦涩，觉得我们在搞办公室政治。,40,Our High Performance Culture Not Right for Everyone 我们的高效能文化并非对所有人都合适。,Were getting better at attracting only the former, and helping the latter realize we are not right for them 在吸引前一类人这方面，我们正在越做越好。同时，我们帮助后者认识到这里并不适合他们。,41,Seven Aspects of our Culture 文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值） High Performance （追求高绩效） Freedom & Responsibility（自由和责任） Context, not Control（情景管理而非控制） Highly Aligned, Loosely Coupled（认同一致，松散耦合） Pay Top of Market（支付市场最高工资） Promotions & Development （晋升和成长）,42,The Rare Responsible Person,Self motivating（自励） Self aware（自知） Self disciplined（自律） Self improving（自我提升） Acts like a leader（如同领导者一般行事） Doesnt wait to be told what to do （不会等着被叫去做事） Picks up the trash lying on the floor （主动捡起地上的垃圾）,43,Responsible People Thrive on Freedom, and are Worthy of Freedom 有责任感的人因为自由而成长，也配得上这份自由。,44,Our model is to increase employee freedom as we grow, rather than limit it, 公司成长的同时增进员工的自由，而非限制； to continue to attract and nourish innovative people, so we have better chance of sustained success 持续吸引和培育有创新精神的员工，使得公司更有可能维继成功。,45,Most Companies Curtail Freedom as they get Bigger 大多数公司伴随成长而来的是缩减员工自由,Bigger 企业越来越大,Employee Freedom 职业自由度越来越低,46,Why Do Most Companies Curtail Freedom and Become Bureaucratic as they Grow? 为什么大多数公司成长伴随着员工自由的缩减和公司的日益官僚化？,47,Desire for Bigger Positive Impact Creates Growth 对于做大的渴望压缩了创造的增长,Growth,48,Growth Increases Complexity 成长增加了公司的复杂度,Complexity,49,Growth Also Often Shrinks Talent Density 成长经常稀释了人才密度,% High Performance Employees,Complexity,50,Chaos Emerges（混乱出现）,% High Performance Employees （高效能职员百分比）,Chaos and errors spike here business has become too complex to run informally with this talent level （混乱和错误钉牢这里，在这个人才水平上，业务已经变得太过复杂而不可能以非范式的形态运行。）,Complexity（复杂度）,51,Process Emerges to Stop the Chaos 流程开始出现以停止混乱,Procedures（流程）,No one loves process, but feels good compared to the pain of chaos 没有人喜欢流程，但是和混乱带来的痛苦相比，前者让人感觉好一点。 “Time to grow up” becomes the professional managements mantra “成长的时候到了”已经成为职业经理人的密咒。,52,Process-focus Drives More Talent Out 强调流程作业驱离更多人才,% High Performance Employees 高绩效职业人员百分比降低,53,Process Brings Seductively Strong Near-Term Outcome 流程作业引出强有力的短期行为结果,A highly-successful process-driven company 一个高度成功的流程驱动型公司 With leading share in its market 在所处的市场上占据领先份额 Minimal thinking required 对思考的需求最少 Few mistakes made very efficient 很少犯错-听起来不错 Few curious innovator-mavericks remain 很少有好奇的创新者-难有突破 Very optimized processes for its existing market 对既存市场拥有高度优化的流程 Efficiency has trumped flexibility 效率战胜了灵活性,54,Then the Market Shifts 接着市场变了,Market shifts due to new technology or competitors or business models 由于新技术或者新对手或者新商业模式的出现，市场变了。 Company is unable to adapt quickly 前述公司不能快速适应 because the employees are extremely good at following the existing processes, and process adherence is the value system 因为员工们已经极端适应既有的流程作业，对流程的依靠是系统价值的核心。 Company generally grinds painfully into irrelevance 这样的公司将会痛苦地被碾成昨日黄花。,55,Seems Like Three Bad Options 貌似更糟的第三种选择,1. Stay creative by staying small, but therefore have less impact 通过保持公司小型化而保存创新能力，但是因此失去市场影响力。 2. Avoid rules as you grow, and suffer chaos 成长的同时不设立规则，然后为混乱所苦。 3. Use process as you grow to drive efficient execution of current model, but cripple creativity, flexibility, and ability to thrive when your market eventually changes 当公司成长时，使用流程驱动现有模式的有效执行。当市场最终改变时，只能用跛脚的创新能力、灵活性和业务能力实现成长。,56,A Fourth Option 第4种选择,Avoid Chaos as you grow with Ever More High Performance People not with Rules 通过和更多高效能员工共同成长，而非制定规则以避免混乱 Then you can continue to mostly run informally with self-discipline, and avoid chaos 于是你可以最大程度上凭借自律而使得灵活运作的业务得以进行，同时避免混乱 The run informally part is what enables and attracts creativity 灵活运作的那一部分能够激发和吸引创造力,57,The Key: Increase Talent Density faster than Complexity Grows 关键点：以超过复杂度提升的速度提升人才密度,% High Performance Employees 高绩效人才的密度,Business Complexity 商业复杂度,58,Increase Talent Density 提升人才密度,Top of market compensation 支付市场最高薪酬 Attract high-value people through freedom to make big impact 用自由吸引高价值人才产生巨大影响 Be demanding about high performance culture 强化高效能的企业文化,% High Performance Employees,59,Minimize Complexity Growth 将复杂度增长降至最小,Business Complexity 商业复杂度,Few big products vs many small ones 用少数大产品取代数量众多的小产品 Eliminate distracting complexity (barnacles) 消除让人分散精力的复杂度（藤壶） Be wary of efficiency optimizations that increase complexity and rigidity 警惕效率优化所带来的复杂度和僵化度增长,Note: sometimes long-term simplicity is achieved only through bursts of complexity to rework current systems 注：有时长期简单化只有通过现有系统爆发式的复杂性再造才能完成。,60,With the Right People, 和对的人一起工作， Instead of a Culture of Process Adherence, 而非流程控制他们， We have a Culture of Creativity and Self-Discipline, Freedom and Responsibility 我们因而建立起富于创新精神和自律精神，自由和负责的企业文化,61,Is Freedom Absolute? 自由是绝对需要的吗？,Are all rules & processes bad? 是否所有的规则和流程都不好？,62,Freedom is not absolute 自由不是绝对的 Like “free speech”there are some limited exceptions to “freedom at work” 正如“言论自由”一样，“工作中的自由”也有几项有限的例外,63,Two Types of Necessary Rules 两类必要的规则,1. Prevent irrevocable disaster 为了阻止不可挽回灾难 Financials produced are wrong 财务程序错误 Hackers steal our customers credit card info 黑客窃取了我们顾客的信用卡号 2. Moral, ethical, legal issues 为了避免道德、伦理和法律问题 Dishonesty, harassment are intolerable 不诚实，性骚扰都是不能容忍的,64,Mostly, though, Rapid Recovery is the Right Model（大多数情况下，快速修正都是正确的模式）,Just fix problems quickly 尽快修复问题 High performers make very few errors 高效能员工很少犯错 Were in a creative-inventive market, not a safety-critical market like medicine or nuclear power 我们处在一个创新的市场，而不是一个类似医药或者核能这样以安全性为第一的市场 You may have heard preventing error is cheaper than fixing it 你也许听说过预防错误比修复代价更低 Yes, in manufacturing or medicine, but 是的，在制造业或者制药业的确如此，但 Not so in creative environments 在创新型行业里并非如此。,65,“Good” versus “Bad” Process 好流程VS.坏流程,“Good” process helps talented people get more done 好流程帮助人才搞定更多事情 Letting others know when you are updating code 当你在升级代码时让其他人知道 Spend within budget each quarter so dont have to coordinate every spending decision across departments 在每个季度都按照预算花钱，这样就不用频繁通过部门会议调整每一笔支出 Regularly scheduled strategy and context meetings 定期制定战略和搞清会议背景,66,“Good” versus “Bad” Process 好流程VS.坏流程,“Bad” process tries to prevent recoverable mistakes 坏流程试图阻止可以恢复的错误 Get pre-approvals for $5k spending 得到预先批准的5000美金支出额度 3 people to sign off on banner ad creative 要3个人签字才能终止的横幅广告创意 Permission needed to hang a poster on a wall 在墙上贴个海报需要的许可 Multi-level approval process for projects 项目所需的多层级许可流程 Get 10 people to interview each candidate 找10个人去面试每一个应聘者,67,Rule Creep 规则潜行,“Bad” processes tend to creep in 坏流程倾向于潜入 Preventing errors just sounds so good 能够预防错误只是听起来不错 We try to get rid of rules when we can, to reinforce the point 我们尽可能去除繁文缛节，以强化工作重点。,68,Example: Netflix Vacation Policy and Tracking 案例：Netflix休假规定和考勤管理,Until 2004 we had the standard model of N days per year 截至2004年，我们有一个每年N天假期的标准休假模式,69,Meanwhile 与此同时,Were all working online some nights and weekends, responding to emails at odd hours, spending some afternoons on personal time, and taking good vacations 一些晚上和周末，我们都在工作，在非上班的时间回邮件，在私人时间的下午工作，然后休假,70,An employee pointed out 一个员工指出,We dont track hours worked per day or per week, so why are we tracking days of vacation per year? 我们并不追踪每天或者每周的工作时间，为什么我们要追踪每年休假了几天呢？,71,We realized 我们意识到了,We should focus on what people get done, not on how many days worked 我们应该关注人们做了什么，而不是做了多少天。 Just as we dont have an 9am-5pm workday policy, we dont need a vacation policy 既然我们没有朝九晚五的工作时间规定，我们也就不需要假期规定。,72,Netflix Vacation Policy and Tracking Netflix休假规定和考勤管理是：,“there is no policy or tracking” “没有休假制度的规定”,73,There is also no clothing policy at Netflix, but no one comes to work naked 在Netflix我们也没有着装规定，但也没有人光着身子来上班。 Lesson: you dont need policies for everything 教训：你不需要为每样事情都制定规则,Netflix Vacation Policy and Tracking Netflix休假规定和考勤管理是：,“there is no policy or tracking” “没有休假制度的规定”,74,No Vacation Policy Doesnt Mean No Vacation 没有休假规定不等于没有假期,Netflix leaders set good examples by taking big vacations and coming back inspired to find big ideas 通过讨论休假，Netfilx的领导层设立了很好的榜样，然后回来激发出大的创想,75,Another Example of Freedom and Responsibility 自由与责任的其他一些例子,76,Most companies have complex policies around what you can expense, how you travel, what gifts you can accept, etc. 围绕员工如何花销，如何出差，可以接受何种馈赠等等，大多数公司都会制定复杂的政策。 Plus they have whole departments to verify compliance with these policies 再加上一整个部门来核实员工是否遵循了这些政策。,77,Netflix Policies for Expensing, Entertainment, Gifts & Travel: Netflix公司关于花销、娱乐、馈赠和出差的政策是：,“Act in Netflixs Best Interest” 最合乎公司利益 (5 words long) （一共7个字）,78,“Act in Netflixs Best Interest” Generally Means（“最合乎公司利益”一般指）,Expense only what you would otherwise not spend, and is worthwhile for work（花你应该花的钱，否则就别花，而且这钱应该是为了工作。） Travel as you would if it were your own money（出差时就像是在花你自己的钱。） Disclose non-trivial vendor gifts（披露重要供应商提供的礼物。) Take from Netflix only when it is inefficient to not take, and inconsequential (只当不拿会降低效率和不合逻辑的时候，才从公司拿东西。) - “taking” means, for example, printing personal documents at work or making personal calls on work phone: inconsequential and inefficient to avoid(“拿”的意思，举例说：用公司的设备打印私人的文件，或者用工作座机打私人电话。),79,Freedom and Responsibility 自由与责任,Many people say one cant do it at scale许多人说一家公司不能等比提升这两点 But since going public in 2002, which is traditionally the end of freedom, weve substantially increased talent density and employee freedom从2002年我们上市以来，按照传统上市意味着自由的终结，但我们同时充分地提升了人才密度和员工自由。,80,Summary of Freedom & Responsibility: 自由与责任小结 As We Grow, Minimize Rules 我们成长的同时，把制度降至最少。 Inhibit Chaos with Ever More High Performance People 雇用更多高绩效人才来抑制混乱的产生。 Flexibility is More Important than Efficiency in the Long Term 长期来看，灵活性远比效率重要,81,Seven Aspects of our Culture 文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值） High Performance （追求高绩效） Freedom & Responsibility（自由和责任） Context, not Control（情景管理而非控制） Highly Aligned, Loosely Coupled（认同一致，松散耦合） Pay Top of Market（支付市场最高工资） Promotions & Development （晋升和成长）,82,If you want to build a ship, dont drum up the people to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea. “ 如果你想造一艘船，先不要雇人去收集木头，也不要给他们分配任何任务，而是去激发他们对浩瀚汪洋的渴望。” -Antoine De Saint-Exupery, Author of The Little Prince小王子作者,83,The best managers figure out how to get great outcomes by setting the appropriate context, rather than by trying to control their people 最佳的管理通过设定合适的情景而非试图控制员工以达到最大成果。,84,Context, not Control 情境管理而非掌控管理,Context (embrace)情境管理（要坚持）,Strategy(战
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