It’s no secret that the performance of a company is a direct reflection of their leadership. Google, for example, has significantly invested in research to prove that great managers must also be great leaders and this is primarily responsible for Google’s growth and success in a relatively short space of time; But more importantly, that shared sense of inspired purpose to make a difference has allowed Google to become one of the Giants in the world today.
From their research, Google high-performing managers saw less turnover on their teams than other managers, and retention was related more strongly to a manager’s quality than to their seniority, performance, tenure, or promotions. Their research also showed a tight connection between a managers’ quality and their team happiness; for example, employees with high-scoring managers consistently reported higher satisfaction in multiple areas, including innovation, work-life balance, and career development.
The company identified eight behaviors their best managers displayed, and this proved to be a significant catalyst that allowed Google to become one of the most valuable brands in the world.
1. Be a good coach
-Provide specific constructive feedback, balancing the negative and the positive.
-Have regular one-on-ones, presenting solutions to problems tailored to your employees’ specific strengths.
2. Empower your team and don’t micromanage
-Balance giving freedom to your employees while still being available for advice.
-Make “stretch” assignments to help the team tackle big problems.
3. Express interest in team members’ success and personal well-being
-Get to know your employees as people, with lives outside of work.
-Make new members of your team feel welcome and help ease their transition.
4. Don’t be a sissy: Be productive and results-oriented
-Focus on what employees want the team to achieve and how they can help solve it.
-Help the team prioritize work and use seniority to remove roadblocks.
5. Be an excellent communicator and listen to your team
-Communication is two-way: you both listen and share information.
-Hold all-hands meetings and be straightforward about the messages and goals of the team.
-Help the team connect the dots.Encourage open dialogue and listen to the issue and concerns of your employees.
6. Help your employees with career development.
Show interest in your team member’s success. Their career aspirations are central to any discussion about their long-term welfare.
7. Have a clear vision and strategy for the team
-In the midst of turmoil, keep the team focused on the company vision, goals and strategy.
-Open and honest communication
8. Have essential technical skills so you can help advise the team
-Roll up your sleeves and work side by side with your team when needed.
-Understand their specific challenges of the work.
This research is very compelling because Google did an incredible job of producing superb management and superb leadership. According to Kotter, organizations need managers to make their complex organizations reliable and efficient. Still, they need great leadership to take the organization into the future, to empower their team, and to inspire their people to believe in the impossible.
There are very, very few organizations today with great leadership, and as a result, many organizations today are grossly over-managed and significantly under-led, which makes them increasingly vulnerable in this fast-moving world. These eight behaviors can be beneficial to you and your organization as well, after all, Google did go from being a made-up word to a household name in just a few years.
Many people and companies view Google as an example to follow, not only in innovation but their approach to management and leadership that allow their teams to produce world-class products and services.
About Gifford Thomas
I am the founder of Leadership First and the author of The Inspirational Leader, Inspire Your Team To Believe In The Impossible. At Leadership First, we are committed to publishing the very best inspirational leadership quotes and articles to inspire our 140,000+ community of leaders to believe in the impossible, while creating an environment free from toxic, fearful and intimidating leadership. We believe everyone can and should enjoy their work, but it must start with the leadership leading by example. Follow our community of leaders HERE, and let's change the leadership status quo to help inspire and motivate our leaders to make a difference and create an organization their people will love.
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