Skip to main content

Recap of Google’s [Long Article &] Pursuit of the Perfect Team

While writing last week’s brainstorming post, I read NY Times’ article about Google’s pursuit of finding the “perfect team”. The article touched on how the most effective teams all operated very differently, and there was no clear pattern amongst groups… kind of.

There was no clear correlation to successful teams being friendly outside the office versus those with no outside office interactions. There were successful groups of full of introverts and those full of extroverts and then teams mixed. Teams made up of exceptionally bright individuals didn’t directly translate to outperforming teams with less-exceptionally intelligent individuals.

Instead, one key element that all high-functioning teams exhibited was everyone having an equal voice – speaking roughly equal amounts. Teams heavily dominated by a few did not function nearly as well as those more “talkative” groups.

Further, high-performing teams had team members who would engage in conversation regardless of function or experience. Everyone weighed in with general thoughts plus their experience and area of expertise. These teams exhibited high “psychological safety” where team members could speak out without fear of others judging or being critical. Everyone could freely and respectfully interject one another.

Perhaps then, it’s no surprise high functioning teams scored high on emotional intelligence in order for psychological safety to exist. Team members would be perceptive of how others in the group felt and would address those feelings directly, rather than ignoring or not knowing at all.

The article pointed what subtly fascinated me in my team’s recent brainstorming – this implicit psychology safety net (and indeed culture) that I've noticed has been lacking in many companies I've worked with over the years. There's still this notion of the leader(s) having full direction and control and everyone else are subordinates. It creates a gulf in leadership abilities, detracts from confidence, and hampers innovation.

Comments

Popular posts from this blog

You Make Time for What (and Who) Matters

I’ve always been a big proponent that you make time for the things and people that matter. Sounds simple, right? Then, why do so many not implement this better in their lives? Let me take a moment to recognize this more explicitly.
I touched on Laura Vanderkam’s TED Talk “How to Gain Control of Your Free Time” in last week’s post. In it, she shares a story of a woman who had a leak in her home. Coordinating with plumbers, and getting everything resolved, the woman estimated that it probably took seven hours of attention. That’s seven hours of “stuff” the woman hadn’t planned on doing. If you were to ask her (or most anyone) to find seven hours in the week before, she’d have told you, “heck, no, I don’t have seven hours. I’m busy!”
I was thinking of Laura’s talk in conjunction with Jacob Christensen’s How Will You Measure Your Life. Specifically, I’m aligning “making time” with Christensen’s Resources-Processes-Priorities framework. We make (process) time (resources) for the things th…

Leadership Take-Aways from Two of NCAA’s Most Successful Coaches

On my recent Delta flight, I read an interesting leadership article in Delta’s Sky magazine – the feature piece being an interview of two of the NCAA’s most successful coaches – Coach MikeKrzyzewski (Coach “K”) of Duke’s men’s basketball team and Coach Urban Meyer of Ohio State football with five and three national championships, respectively.
Given these two coaches’ storied careers, their leadership has incredible sustainability. Here are my take-aways from the article: Both coaches took leave of absences in their careers due to medical concerns. Their successes cultivated deeper motivations to win exacting significant physical, mental, social, and emotional tolls. After stepping away, however, each returned to coaching posts to continue winning ways, but implemented mechanisms and understanding to keep themselves in check. Take-away: To operate in peak form like their respective teams, leaders, too, need to ensure self-maintenance.The interviewer asked the coaches about social medi…

My Life-Defining Moment Happened When I Failed to Make Varsity in High School

Ever stop to think about who you are? What makes you tick and tock? How about what you truly enjoy and what you’re good at vs. not good at? Or what/ who has shaped you into the person you are today?
I’m at this stage of figuring out whether to continue independent consulting while iterating on ideas for the next startup or take on some full-time employment (consulting, product management, or otherwise). My recent post about my daily/ weekly schedule was an interesting exercise in stepping back and recognizing what I’m actually doing in a day, and made me really think at the macro level.
In one of my recent reflections, I thought about defining moments in my life. One of those watershed events that truly transformed me was my failure to make the Varsity soccer team in high school. I won’t rehash the whole story here – shared the story almost a year ago in my post titled “Getting Through Dark Moments and the Most Vulnerable Story I've Ever Told Publicly”. It’s this moment that I w…