I have worked in the high tech industry for a couple decades. I know how important good managers are to the sucess of the company. I was fascinated to learn of Google’s Quest to Build a Better Boss:
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IN early 2009, statisticians inside the Googleplex here embarked on a plan code-named Project Oxygen.
Their mission was to devise something far more important to the future of Google Inc. than its next search algorithm or app.
They wanted to build better bosses.
So, as only a data-mining giant like Google can do, it began analyzing performance reviews, feedback surveys and nominations for top-manager awards. They correlated phrases, words, praise and complaints.
Later that year, the “people analytics” teams at the company produced what might be called the Eight Habits of Highly Effective Google Managers.
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One of the key things Google did was to rank the eight traits they found which were the most important. The traits, in order, are:
1. Be a good coach.
2. Empower your team and don't micromanage.
3. Express interest in the team's success and personal well-being.
4. Don't be a sissy: be productive and results-oriented.
5. Be a good communicator and listen to your team.
6. Help your employees with career development.
7. Have a clear vision and strategy for the team.
8. Have key technical skills so you can help your team.
I was surprised that clear vision and technical skills were so low.
For more information on the eight findings check out Google Studies Management and Uncovers....the Fundamentals and Google's Rules.
(Hat tip: A recent Toastmaster event.)
1 comment:
This has been a topic talked about among the leadership at my church recently. The conclusiom was that you dont need to be a master at a topic (say, sound engineering) to lead that group. That the deacon leader, music leader, sound leader, sunday school leader, and cafe leader should all be interchangable, because it is your ability to lead and manage that is important, and the knowlege is filled in by the team.
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