The purpose behind Google’s Project Oxygen initiative was to seek an answer to a simple question: How to build better bosses for Google's 26,000 plus employees?Leave it to a data-mining titan like Google to take an information driven approach, and set out to collect data on qualities successful managers have in the hopes that they could help less successful managers replicate the behaviors.
Project Oxygen is noteworthy according to academics and experts in the field of management and leadership. For instance, the Corporate Leadership Council of the Corporate Executive board, an organization that has a great perspective on what executives at more than 1,000 companies are up to, praised Google for being at the leading edge.
In management as in any professional endeavor, the skilled and talented players make it look easy, which only enhances the mystique and sense of lacking mastery for those who struggle being great bosses. In addition, firms are better at urging managers to be great boss, and assuming that the exhortation will create engaged employees, rather than helping managers with evidence and communicating a great repeatable story about what makes a distinguished manager.
Clearly what employees value most is even-keeled bosses who make time for one-on-one meetings, who provide clear feedback, who help people puzzle through problems by asking questions, not dictating answers, and who take an interest in employees lives and careers. How refreshing!
In summary, the behaviors found through the Google initiative are not knew and confirm that interpersonal skills are much more highly prized in managers than technical skills. It’s good to see that mighty Google took a data driven approach to confirm what has been proposed and accepted for a long time. Now, drum roll for the Eight Habits of Effective Managers in order of importance:
Eight Good Behaviors:
1. Be a good coach. Provide targeted feedback, identifying both positive and negative qualities in employees. Have regular one-on-one meetings.
2. Empower your team and don’t micromanage. Give freedom to employees in carrying out tasks, but make yourself available for advice.
3. Express interest in team members’ success and personal well-being. Get to know employees as people with lives outside of work.
4. Be productive and results-oriented. Help the team prioritize work and use seniority to minimize roadblocks. Don’t be afraid to step in and give direction when needed.
5. Be a good communicator and listen to your team. Encourage open dialogue and listen to the concerns of your employees.
6. Help your employees with career development.
7. Have a clear vision and strategy for the team. Don’t lose sight of the goal. Involve your team in setting goals and identifying the group’s vision.
8. Have key technical skills so you can help the team with advice. Roll up your sleeves when needed. Understand what goes into the tasks that your team works on.
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