Although the idea is not completely new, Netflix approach is easy to understand. They outline these seven aspects of their corporate culture:

There is no sure-fire way to plan for the unknown, but let’s be clear: risk is not the unknown. Risk is calculated by identifying known contributors and variables; uncertainty is the space outside of risk.

In their book Strategic Planning: A Practical Guide, Peter Rea, Ph.D. and Harold Kernzer, Ph.D. note that no strategic approach fits all situations, and as a result “contingency theory rules the day” (2). What is equally true, the authors say, is that all strategies require good sense and judgment.

How do you ensure that everyone in your organization is not only reading the same book but on the same page? Clearly communicate your vision and expectations, and implement strategies that always align with your goals.

Looking at the ability of employees’ efforts to align with the expectations of the business needs for growth should be a daily occurrence. However, managers themselves are caught up in tactics and focus primarily on their own individual performance so much that they cannot step back and see the big picture.

Accountability at this level can be quite simple. If your CEO and leadership team is committed to the process, you have invested in the processes and technologies, and still there simply is no response for making performance alignment a priority, then you need to join arms with leadership and make it clear.

Each organization should define no more than five values that are distinct to driving its culture. Core values are the traits for what an organization stands for and guide what types of behaviors drive success within the organization.

Studies have shown that employees who are protected from change are especially stressed when change does occur, which creates a less open work environment.

Tom Coughlin. Bobby Knight. Both are names you might recognize; they’re coaches whose unique -- even controversial -- coaching styles have led to great success.

There are two main reasons that positivity is important: preserving your organization’s “employment brand” and maintaining high morale among remaining employees.