Context, Not Control

ScaleOS Take

Netflix's "context, not control" principle flips the traditional management script. Instead of telling people what to do, you give them the context—the strategy, the constraints, the goals, the trade-offs—and let them figure out how to get there.

This isn't about being hands-off. It's about recognizing that the people closest to the work usually have better information than you do. Your job as a leader is to ensure they have the context to make good decisions, not to make those decisions for them.

Why It Matters

As organizations scale, control becomes impossible. You can't be in every meeting, review every decision, or approve every initiative. Attempts to maintain control create bottlenecks, slow everything down, and demotivate talented people.

Context, not control enables:

• Faster decision-making (no waiting for approval)
• Better decisions (made by people with better information)
• Higher engagement (people own their work)
• Scale (leaders can lead more people effectively)

Signals You Need It

Watch for these behaviors that indicate you need context, not control:

• Leaders are bottlenecks, with too many decisions waiting on them
• People ask "What should I do?" instead of proposing solutions
• Decisions made at the top don't fit local realities
• Talented people leave because they feel micromanaged
• Innovation slows because people wait for permission

How to Practice It

1. Share strategy explicitly: Don't assume people know the strategy. Write it down. Talk about it. Make it accessible.

2. Explain the "why": When you do give direction, explain the reasoning. Help people understand the constraints and trade-offs.

3. Set guardrails, not rules: Instead of detailed processes, define boundaries. "Within these constraints, figure out the best approach."

4. Invest in context-setting: Spend time in meetings explaining context. Share information broadly. Default to transparency.

5. Reward good judgment: When people make good decisions with the context you've given, celebrate it. This reinforces the behavior.

Related Principles

This principle complements disagree-and-commit and works especially well with frameworks like Working Genius that help match people's natural strengths to roles.