One perspective might be this, from a 2014 article on Netflix’s human resources practices which involved comparatively less rules for employees and more individual responsibility:
As a society, we’ve had hundreds of years to work on managing industrial firms, so a lot of accepted HR practices are centered in that experience. We’re just beginning to learn how to run creative firms, which is quite different. Industrial firms thrive on reducing variation (manufacturing errors); creative firms thrive on increasing variation (innovation).
So the more your activity is about reducing errors, the more you’ll benefit from checklists; the more it’s about creativity, the less you might benefit.
For instance, in the quote above, the Netflix CEO conceptualizes his company as a creative firm, though a more fine-grained categorisation might work even better.
Who is less likely to benefit from checklists?
One perspective might be this, from a 2014 article on Netflix’s human resources practices which involved comparatively less rules for employees and more individual responsibility:
So the more your activity is about reducing errors, the more you’ll benefit from checklists; the more it’s about creativity, the less you might benefit.
For instance, in the quote above, the Netflix CEO conceptualizes his company as a creative firm, though a more fine-grained categorisation might work even better.