Demonstrate more depth from the post below.

Reflecting on the project in the way that the Japanese do for the Hansei process helped me understand where and when the situation could have been acted upon or corrected to minimize the chance of getting to this point. It is important to reflect on situations to understand what happened and what could improve in the future.

The first thing that I would have done differently is communicate expectations to Alice Jones through the appropriate channel proactively when Jane Smith was brought into the picture. Netflix's performance evaluation process of stop, start, and continue should have been invoked to help Alice understand where she stands with the company. Bringing in Jane Smith during the reorganization should not have been as surprising as it seems to have been.

The second thing that I would do to avoid this situation from happening again is embracing a better change management plan for reorganizations like this. The guiding philosophy and Netflix culture dictate an understanding of operations; however, change situations can be strengthened by embedding change in the culture. There is room for a coalition of influential employees to guide the company though changes to ensure that performance expectation situations like this have a plan.