What kind of manager would you be if you used Google’s toolkit for managers? 

The links below will help you to answer this question for yourself. And, if you are motivated to learn more so you can do more, please consider participating in one of our Programs or Courses.

01. Guides for Being an Excellent Manager – Start Here

These guides are the essential toolkit for every Google employee, and these guides are particularly well-suited for managers.

These guides for managers were developed after Google conducted a large scale study known as Project Oxygen. What was Project Oxygen? So many engineers at Google felt that managers were useless that Google’s People Operations (HR) decided to prove scientifically that manager quality did not impact outcomes. Interestingly, when Google analyzed the troves of data they collected, Google found a lot of evidence that ‘highly qualified/highly skilled’ managers using good management techniques do have a very significant impact on outcomes.

If you are interested in knowing more, this article discusses some of the most valuable tools for managers and new employees which Google managers are expected to use.

Management – Getting work done through other people. Planning, leading, organizing, and enabling within controls.
Self-management requires the development of an integrated self and an integrated set of skills. 

02. Self-Management – An Important Skill for Everyone

Self-Management is a skill that involves the pro-active, ongoing process of taking of responsibility for one’s own professionals and personal behavior and well-being. Self-management involves the cultivation of a growth mindset that is resilient in the face of setbacks, and is characterized by the ability to select projects and work toward goals while managing your time efficiently and effectively.

Search Inside Yourself Leadership Institute (SIYLI): The programs offered at SIYLI institute were “born at Google and [are] based on neuroscience.” They teach leaders tools for focus, self-awareness and resilience. A brief introduction to the programs can be found here. Many of the outcomes can be achieved through self-study and discipline.

03. Human Resource Management

Former head of Google’s People Operations (HR), Laszlo BOCK, wrote Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead to introduce Google’s innovative approach to human resource management. A summary presentation of the book can be found here.

“Work is far less meaningful and pleasant than it needs to be because well-intentioned leaders don’t believe, on a primal level, that people are good. Organizations build immense bureaucracies to control their people. These control structures are an admission that people can’t be trusted. Or at best, they suggest that one’s baser nature can be controlled and channeled by some enlightened figure with the wisdom to know what is best.
All it takes [to make work meaningful for employees] is a belief that people are fundamentally good—and enough courage to treat your people like owners instead of machines. Machines do their jobs; owners do whatever is needed to make their companies and teams successful.”

In 2017, Laszlo Bock and his co-founder, Wayne Crosby, started Humu to make work better through machine learning, science, and a little bit of love.

“If your goals are ambitious and crazy enough, even failure will be a pretty good achievement.”

-Laszlo Bock

A design sprint is a five-day process for answering critical business questions through design, prototyping, and testing ideas with customers.

04. Design Sprints

At Google Ventures Jake Knapp created “Design Sprints,” a five-day process for addressing important business questions through design, prototyping, and testing ideas with customers. The best bits of strategy, innovation, behavior science, and design thinking are embedded within the Design Sprint process. You can read about some of the experiences companies have had implementing design sprints at the Sprint Stories website.