What is project management at Google like? One thing is certain: different teams use different methods and different tools. All managers use data-driven Google Manager Behaviors.
Google fired all its managers in 2002. They believed engineers would perform better if they were not under the control of anyone. Google was not pleased with the outcome.
Google is the answer!
They couldn’t accept it. They set out to find the perfect manager.
(I’ll share this resource with all Google’s best practice a bit later.
Let me now share four tips that will help you be a better manager.
They have been a part of my life for many years. Now that I know that Google managers use them, I want to share my experience with you.
Google Manager Behaviours
Let’s begin with eight key behaviors:
Image is from re:Work site (https://rework.withgoogle.com/)Interesting to note:
Although Google is a tech giant, they found that technical skills were the least important for a manager. However, their view of a manager is quite different from the rest.
Google Project Management: What You Can Use
The first seven behaviors are common sense, right?
Non, not for me.
I can see that most of these behaviors are reversible in most organizations.
You can still change it in your project.
Here’s what to do:
1. Provide Career Development Assistance
It was something I discovered on my own several years ago. I am now back with Google managers.
Helping someone build a career is a sure way to change their disposition.
Here’s how it works.
Step 1: Help identify achievable goals
It’s quite straightforward. It is important to ask people what they want from work.
If you hear “more money”, that’s okay.
It’s at some point the most important aspect. With each achievement, however, the motivational power associated with money decreases.
Therefore, I recommend that you accept any goal that someone deems valuable at the time.
But there’s a catch.
The goals can change quickly.
One goal can be relied upon for 6-12 months. It only works if you review the objectives every 3-4 month.
You will also need to direct someone to a higher purpose at some point in your career development.
It should still be valuable and tangible. It will be perfect if the objective aligns with the company’s need.
Step 2: Align the goal and the opportunities
Next. Next, you listened to the person’s goals and desires.
Is it possible to achieve this in an existing organization?
Your team leader may want to be a project manager. However, there are many requirements for being a PM. Are you able to make such a career change? Your managers will approve it?
The point is to make sure you can meet the expectations. It is better to align your goals early.
What if the person is unhappy to find out there’s no job she wants?
The person will eventually leave. You have the chance to manage your expectations.
If you are unable to fulfill their self-esteem needs, you should let them go.
Step 3: Create a concrete action plan
Next, create a transparent development program.
What a person should master.
How do you track and evaluate your progress?
What are the deadlines for submissions?
What are the options for retreats?
2. Balance your care and your joy
A great project manager is able to understand both the professional and personal aspects of each member of the team.
A person who is having health problems or has troubles at home should not be expected to perform at a high level.
A person in love will be more distracted than ever.
It’s common sense. These are not to be ignored.
The key is to balance these three main elements.
1. Empathy
It is your ability to empathize with another person and understand their feelings. Too much empathy can lead to burnout.
2. Show compassion
It is your ability and desire that you can help someone in need.