Prologue: Why We Document Teamwork

1 Start
How to open the first board

#1 A team suddenly formed one day
#2 First mission: Draw on a full canvas.
#3 The ground called YouTube
#4 There is no such thing as a big picture, start with the small picture.
#5 PD and planner
#6 “I’ll try.”
#7 Fanboys and Fandom

2. Understand
How to become a team by bumping into and shaking

#8 You have to fight to find out
#9 When you are swayed by competition
#10 People Who Endure “Why?”
#11 How to send an SOS signal
#12 Coexistence of Planned J and Improvisational P
#13 Unspoken Meeting
#14 The feeling of pushing through discomfort
#15 Teamwork where everyone contributes in their own way

3 Run
How to move to our own rhythm

#16 If you conform, you will be eliminated.
#17 Why I Talk to Milanonna Every Night
#18 Why Work with Senior Creators?
#19 Things to consider when starting a YouTube channel
#20 The Secret to Calling a Fandom
#21 Not all seniors are the same
#22 The moment that gives everyone goosebumps
#23 Detect and design for failure
#24 “Have you tried it?”
#25 Starting from 0
#26 I've never done it before, but I'm trying to do it.

4 skills
How to make things go smoothly

#27 The Secret of Views, Number of Trials
#28 Each character, each speed
#29 Make people like what they like
#30 Idea Generation Routine
#31 Weight of the first project
#32 A conversation that connects ideas
#33 A date, not a company dinner
#34 What Leaders Don't Say

5 Growth
How to grow within the company, not outside it

#35 Secretly working overtime
#36 Protecting Your Team in an Organization
#37 The desire of an honest person to escape
#38 Separation of work and life? Match!
#39 Share the pain without observing it.
#40 Resilience
#41 Old fart? What's that?
#42 Just win the next game
#43 How to deal with complaints from team members

6th Regiment
How to create tomorrow together

#44 Imagine when we broke up
#45 Detours and Shortcuts
#46 Ordinary and Extraordinary
#47 Comfort from PD Na Young-seok
#48 You take charge of the project
#49 Everyone has days when they want to write a resignation letter.
#50 There is no such thing as a good senior or a good junior.

Epilogue: We are all someone's next.

How do we work with good sense?
What does that mean and how much can it change?
The law of bold, realistic, and unconventional work

From creating content that inspires 'Team Milanonna' to awakening a sense of purpose in work.
"There's no office worker who doesn't wonder how the non-mainstream survives in an organization."

The shock when seniors appeared on social networking services (hereinafter referred to as SNS) that are considered to be exclusive to young people, such as YouTube, TikTok, and Instagram, was definitely due to the unfamiliarity.
In this world, made up of many societies, both large and small, we are each secretly assigned a place to live.
Just as there is already a 'no kids zone' where various discourses are taking place, the virtual internet world called SNS was a space represented as a 'no senior zone'.
In this way, the emergence of ‘senior creators’ in this space where ‘youth’ is the mainstream was a clear rebellion from the non-mainstream.

《Non-mainstream Project》 is the story of non-mainstream people who willingly jumped into the mainstream world.
When representative senior YouTube channels, such as Milanonna, Pearl Jieng, and Jeongheehada, decided to enter the unfamiliar field of senior content, half of their teams were in their 20s, and the other half were in their 30s.
Although they were still far from reaching senior status, they chose an unfamiliar 'time' rather than the familiar youth, and the time they chose presented a new indicator to the 2040 generation who are concerned about aging.

A seven-year story of going from fringe to mainstream, from zero to over 140 million cumulative views.
How was Team Milanonna, which changed the content landscape, born and grew?
The book "Non-Mainstream Project," which contains bold and practical work laws that all office workers should know, has been published by Kim Young-sa.

One day, from a team that was suddenly formed, he became a solid backbone of the company.
“I took an unfamiliar path, and it changed a lot.”

'Team Milanonna' was a team that was suddenly formed one day.
It was a turbulent time for new media, centered around YouTube. Even those who had considered it a breeze were jumping into the YouTube boom.
In fact, it was the existing media companies that were the last to respond.
As the number of giant one-person creators whose value surpasses that of corporations increased and TV viewership ratings no longer served as a metric for determining the success of content, 'Team Milanonna' was formed with Team Leader Lee Gyeong-shin, who had been an editor for 12 years, at the center.
It was already a red ocean, and even if it was too late, I thought it was better than being late again.
Saying it was sudden was no excuse.
A company is a place where you have to “move when you receive an order, or rather, a transfer order,” and once you decide to stay at the company, this is a rule and guideline you have to follow.
And so began the voyage of 'Team Milanonna'.

Part 1: How to Play the First Board tells the story of seven members who suddenly become a team one day and grow into a true team.
From reorganizing the existing company channel, which was just a bunch of videos piled up in a chaotic manner without any categorization, to the anecdote of moving like a “rookie coach and rookie player,” the first step taken with the power of “I’ll try it,” to the beginning of the “fan activity” that became the team’s ignition point, we talk about “firsts” written with respect for each person’s experience and method.

Part 2: Understanding: "How to Become a Team Through Bumping and Shaking" tells the story of overcoming conflict within an organization and becoming a stronger team.
Even if an action is out of consideration for the other person, if the intention is not conveyed accurately, it can sometimes leave a scar.
The way to overcome it is simple.
All you need is the courage to “speak out about misunderstandings” and “the capacity to put aside hierarchy and apologize first,” as well as an environment conducive to dialogue.
Even if you are momentarily overcome by a competitive spirit, acknowledging that it is not directed at the other person but rather your own desire for growth, sharing the concerns of your teammates, and pushing forward without fear of "discomfort"—all of these are ultimately resolved through communication.

Part 3: Execution: "How to Move to Our Own Rhythm" tells the story of how the in-house video team, which was making "ordinary investigative videos," transformed into an original YouTube content team with over 140 million cumulative views.
Their method is clear.
Instead of conforming to the given reality, they constantly ask questions, and when they receive an answer, they push forward with confidence.
Even after receiving the answer of 'senior creator content', Milanonna, Pearl Jieng, and Jeongheehada are now practicing 'how to move forward differently' with the conviction that "not all seniors are the same."

Part 4: Skills: How to Make Things Work Well introduces the YouTube work skills the team developed after seven years of trial and error.
YouTube is a battle for views.
“There are many cases where a video that was carefully made stops at 10,000 views, while a video that was easily shot and uploaded can get over 1 million views.”
Because of this, YouTube creators have no choice but to rely on algorithms that can increase their views.
They also cry and laugh at the algorithm.
They say algorithms are luck, but there are things you can do to “get lucky.”
The 4th part contains the work achievements and team growth of 'Team Milanonna'.

As teams and channels grow, their members also grow, both individually and together.
Part 5: Growth: “How to Grow Inside the Company, Not Outside” talks about growth within the company.
Even though no one asked them to, they voluntarily 'work overtime secretly' for their own growth, they worry about work-life balance, 'burnout' that comes from doing their best, and even the attitude of focusing on the next attempt rather than being disappointed when they fail, all of these things show that individual member growth is "turning a team into a 'trustworthy space.'"

Lastly, Part 6: Solidarity: "How to Create Tomorrow Together" is a story about the solidarity and future of the team we have worked with so far.
Although they are a team that has built friendship, trust, and achievements together for seven years, change will come to them as well.
Like many young people working, they often stop and waver in the face of time and change, whether it's regret about their past dreams of working at a broadcasting station, regret about their lack of bright ideas, or concerns about an uncertain future.
A team cannot last forever.
However, rather than worrying about the current reality, they want to make an effort for each other with the mindset that “people who know how to break up treat the present more sincerely.”
“When we look back on the days we worked together, what remains are not the performance scores, but the traces of our relationship.”

Instead of comfortable repetition, a clear challenge
“We are all someone’s next.”

《Non-mainstream Project》 is a story of challenge and growth for those who willingly chose to become non-mainstream.
Believing that “we are all someone’s next,” they chose the “road less traveled” over the familiar.
Believing that it is a way to connect “the past” to “the present life” and a bridge from one generation to the next, we have gone through repeated conflicts, experiments, failures, and achievements.


This process soon proves that spontaneity becomes the driving force of a team, and that an attitude of respect for differences becomes the force that fosters a 'sense of work' and 'sensitivity to relationships' within an organization.
Instead of following the safe path of those who have gone before, the journey of those who have forged their own uncertain future may seem like "this is all I can do?" to some, but the traces of relationships and strong solidarity left behind as they grew together are achievements that will last longer than any other achievement, and they offer courage and inspiration to today's readers for tomorrow.

I hope that this book, like the recommendation from Milanonna Jang Myeong-suk, who has been with Team Milanonna from the beginning to the present, will provide refreshing inspiration to all office workers.
“In life, there are rivers to cross and mountains to climb.
“I recommend this book to young professionals who face challenges and minefields, who want to wisely solve problems, and who need fresh inspiration and stimulation.”