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#Management

Google's Project Aristotle

#Management #Leadership #Processes #SelfDevelopment #Software #Teamlead #SoftwareDevelopment

After a successful study of managers (see. Google’s Project Oxygen) The guys at Google decided to do it. teamwork What makes a team effective at Google? But first they had to answer the question "What is a team?". They singled out 2 association

  • Work group have a low level of interdependence, based on organizational hierarchy, their participants meet to share information
  • Team They have a high level of interdependence, people together plan work, solve problems, make decisions, and team members need each other’s help to get the job done. In this study, the authors focused on the teams. (they were 3 before 50 man). Next, the authors had to decide how exactly they would measure the effectiveness of the teams. A combination of qualitative estimates and quantitative measurements was used. As a result, the following scales were obtained.
  • Executive evaluation of the team
  • Team leader evaluation of the team
  • Team member evaluation of the team
  • Sales performance against quarterly quota

A large study was conducted on 180 team (115 engineering teams and 65 salesman)These included both high and low-performing teams. It assessed how team composition and team dynamics affect team performance. There have been hundreds of double-blind interviews with leaders about what they think leads to team effectiveness. Plus they were used. 250 Statements from the annual employee engagement survey. For example, this survey included such claims.

  • Group dynamics: I feel safe expressing divergent opinions to the team.
  • Skill sets: I am good at navigating roadblocks and barriers.
  • Personality traits: I see myself as someone who is a reliable worker
  • Emotional intelligence: I am not interested in other people’s problems

In the end, the authors got the result that more important than working within the same team is how they work with each other. In the end, 5 The decrease in priority has resulted in such

  1. Psychological safety
  2. Dependability
  3. Structure and clarity
  4. Meaning
  5. Impact

Further, the authors described in detail all the factors, especially pointing to the psychological safety, for which they led the authors. performance by Amy Edmondson at TED. Separately, it is worth noting that these factors determine the effectiveness of teams within Google, in a conditional state corporation, the set of factors can be quite different:) For example, the researchers themselves note that the size of the team was not a statistically significant factor in their study, although there are many studies that show that small teams are not statistically significant. (less 10 man) They work more efficiently.

At the end of the document, the authors give advice on how to find these factors in your company and use them for good.

  1. Establish a common vocabulary Determine the team behavior and norms you want to cultivate in your organization
  2. Create a forum to discuss team dynamics Allow teams to discuss the nuances in a safe and constructive way. Business partners or HR business partners can help.
  3. Commit leaders to reinforcing and improving Involve management in modeling and strive for continuous improvement of your teams

#Management #Leadership #Processes #SelfDevelopment #Software #Teamlead #SoftwareDevelopment