Supercell内部800人大会：项目被砍、业务被裁撤，失败了怎么办？

Core Insights - Supercell's recent blog post titled "What We've Learned from Failures" reveals the heavy side of their optimistic culture of celebrating failures, emphasizing that acknowledging failures does not equate to enjoying them [1][3]. Group 1: Company Culture and Learning from Failures - Supercell held an internal meeting where veteran employees shared significant failures, highlighting the need for newer employees to understand the company's history beyond its current successes [3]. - The blog serves as a declaration that celebrating failure does not mean it is pleasant; rather, it often comes with substantial sunk costs and emotional turmoil [3][5]. Group 2: Key Lessons from Failures - Supercell identified three core lessons from their failures, addressing common issues in the gaming industry: resource management, team dynamics, and value judgment [5]. - The first lesson emphasizes that ambition requires boundaries; unlimited resources can hinder innovation, as seen in the failure of "Clash Mini" due to indecision and lack of focus [6][10]. - The second lesson stresses the importance of team alignment with the game genre; "Hay Day Pop" failed because the team lacked passion for the match-three genre, leading to a reliance on data rather than instinct [11][18]. - The third lesson revolves around pride in the work; a failed marketing campaign for "Clash of Clans" was halted not due to poor data but because it did not meet Supercell's quality standards, reinforcing the importance of maintaining brand integrity [19][26]. Group 3: Psychological Safety and Organizational Structure - Supercell's commitment to celebrating failures through rituals like "opening champagne" fosters a culture of psychological safety, allowing employees to feel secure in taking risks without fear of retribution [28][30]. - This safety net is crucial for a decentralized organization where decision-making is distributed, as it encourages innovation and risk-taking among project leaders [30][32].