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Great ideas! !
Work Rules! !
by Laszlo Bock
The Executive Forum - Stonewall ResortOctober 19, 2015
What’s in it for me?
Why should I believe you?
Why should I care?
“If you’re looking for forehead-smacking
insights along with an array of savvy new
practices, Work Rules! is an essential read.”
!Daniel Pink, author of A Whole New Mind
Google is perhaps the most admired
company of the 21st century and Bock is responsible for their
people operations
Set aside the fact that Google is a tech juggernaut and
global behemoth
This book has loads of practical
approaches and insights for smaller
companies also
It’s the story of how Google has tried to use
freedom as a way of unlocking great
performance
And the realization of just how important culture is
Coming from the head of People Operations, not surprisingly …
… it deals a lot with recruiting, hiring and growing talent
But also touches on what makes great managers, performance management
and creating a learning institution
Which only touches on roughly half the chapters in the book!
“Thinking strategically about how people drive culture and culture
drives performance.”
Now for the deep dive
vs. a “command orientation”
“Inside Google we don’t have a lot of rule books and policy manuals.”
Many key decisions are made by “groups of peers, a
committee or a dedicated, independent team.”
Operations initiatives vs. programs to empower
Culture Eats Strategy For Breakfast
Google has clearly defined the 3 main elements of their culture
A mission that matters
“To organize the world’s information and make it universally accessible and useful.”
Transparency
Voice
“The power of purpose”
How clear are the elements of your culture?
Core Values
Implicit vs. Explicit
Rewards, recognition, consequences
What happens when the culture is tested?
How clear are the elements of your culture?
Culture Clubs
Lake Wobegon: Where All the Hires are Better Than Average
Hire top people who can contribute right away
Hope for above average and train them up
At best,10% of candidates are top performers
Focus on recruiting Set the bar high
Wait for the right candidate Use a committee approach
And always keep in mind
“Hiring is the most important people function …
… and most people aren’t very good at it.”
Searching For the Best
“a self-replicating talent machine”
Internal referrals
“broader networks”
“Get the best referrals by being excruciatingly specific.”
Don’t Trust Your Gut
Thin Slices-The Halo Effect-Confirmation Bias
Data says!
Work samples
General cognitive ability
Structured interviews
Ask behavioral (job related) …
… and situational (hypothetical scenarios) questions
Measures of conscientiousness
Always push for examples
Assess candidates objectively
Score everything
“Give people a reason to join”
Let the Inmates Run the Asylum
“Take the power from your managers and trust your people to run things.”
“Managers aren’t bad people …”
… but each of us is susceptible to the conveniences and small thrills of power.”
Finding ways for people to shape their work and the company
Googlegeist
Aimed at retention, but also: understanding how best to improve
the company
Innovation Execution
Retention
Raising the bar: for individuals, teams and the company
Project Oxygen
Why Everyone Hates Performance Management …
… and What We Decided to Do About It
One key takeaway:
It’s complicated!
Set goals Align people
4 important Qs
Are low performers identified? Are the right people identified for promotion?
Are discussions meaningful? Does the process seem fair?
Fairness = “Calibration” =
The wisdom of crowds
BiasesLots of biases
Set ambitious goals Gather peer feedback
Use calibration to finalize ratings
Building a Learning Institution
“deliberate practice”
The Kirkpatrick Model
Reaction: What do you like or not like about it?
Learning: Can you point to specific things that you have learned?
Behavior: are there things you are doing differently or better?
Results: what kind of results are you hoping for?
Changing behavior to improve individual, team and organizational performance
Find your teachers within the company
The quick summary
Define your culture
Improve hiring
Listen
[Googlegeist]
Performance management
Great ideas! !
Work Rules! !
by Laszlo Bock
The Executive Forum - Stonewall ResortOctober 19, 2015