Google is an amazing company, and has some amazing strategies for growth. The primary reason they have been able to grow is because they have a great culture of leadership.
In this episode, we unpack the 8 Google Rules, and how you can apply their rules in your company. We will also take a look at the 4 keys that Steve Egner uses to lead his plumbers in his plumbing company.
*Provided by Google
Eight Good Behaviors
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 team members 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 achieve it.
- Help the team prioritize work and use seniority to remove roadblocks.
5. Be a good 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 issues and concerns of your employees.
6. Help your employees with career development
7. Have a clear vision and strategy for the team
- Even in the midst of turmoil, keep the team focused on goals and strategy.
- Involve the team and setting and evolving the team’s vision making progress toward it.
8. Have key technical skills so you can help advise the team
- Roll up your sleeves and conduct work side-by-side with the team, when needed.
- Understand the specific challenges of the work.
Three Pitfalls of Managers (Leaders)
1. Have trouble making a transition to the team
- Sometimes, fantastic individual contributors are promoted to managers without the necessary skills to lead people.
- People hired from outside the organization don’t always understand the unique aspects of managing at Google.
2. Lack a consistent approach to performance management and career development
- Don’t help employees understand how these work at Google and doesn’t coach them on their options to develop an stretch.
- Not proactive, waits for the employees to come to them.
3. Spent too little time managing and communicating
Now, I would like to transition and talk about how Steve Egner of Steve’s plumbing uses four of his own keys to succeed. If you would like to know more then check out this post: How Steve Egner of Steve’s Plumbing Succeeds.
Four keys to Steve’s plumbing
1. Be fair.
2. Never go back on your word.
4. Compensate them will for performance.
This show is sponsored by clients of Service Excellence Training. Their trust allows for me and my team to provide this to you, free of charge. If you see one of our great clients out there, give them a hug.
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