Tag Archive - google

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Leadership Summit 2017: Laszlo Bock

 Laszlo Bock served as Google’s Senior Vice President of People Operations, growing the company from 6,000 to more than 75,000 employees. Google has been recognized more than 150 times as an exceptional employer, including the #1 “Best Company to Work for in the United States” every year since 2012. Bock’s New York Times best-selling book, WORK RULES!, has been published in more than 20 languages and has garnered numerous honors.

  • Every place I worked there was a gap between the values leaders talked about and what they actually lived out and how they acted and led
  • Find the best people, grow them as fast as we can, and then keep them at the company as long as we can
  • We spend more time working than doing anything else in the world
  • The experience of work should be meaningful
  • If I don’t work at Google how can we do these things? How can these things be universal?
  • But this stuff works everywhere because humans are the same everywhere
  • Treat your people right and they will do great things for you
  • The most important thing = Give you work meaning
  • Have a mission that matters
  • 1/3 of people feel meaning in their work 1/3 do it because they need $ 1/3 do it as a game (get promoted)

#1 Figure out why you are doing why you are doing the work you are doing and remind youself of it daily

#2 You don’t need to inspire everyone, find out why people are doing what they’re doing and have them tell their stories

#3 Have people come I who are the beneficiaries of the work you do

#4 Do it again and again and again

  • Trust, Transparency and Voice
  • Do you believe human beings are fundamentally good or evil
  • The only thing that really improves and drives performance is goals
  • Bureaucracy busters: ask people and let them solve it…trust people
  • People who are doing the work know more about the work because they’re actually doing the work
  • Giving people more autonomy and more freedom increases performance…
  • If you are a leader give people more freedom than you are comfortable with
  • Give people more freedom and they will be happier, stay longer and do more for you organization
  • Recruiting and hiring is how you transform organizations
  • In recruiting we make snap judgements and then the rest of the interview we subconsciously trying to affirm those snap judgements

2 Simple Hiring Rules:

  • #1 Don’t let the people interviewing make the hiring decision and instead have them write it all down and give it to someone else
  • #2 Have a rule to only hire someone who is better than you in some way
  • Let your people know that you trust them and you’re on their side

Posted in Leadership

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Leadership Summit 2017: Sheryl Sandberg

Sheryl Sandberg is the chief operating officer at Facebook, overseeing the company’s business operations. Prior to Facebook, she was vice president of Global Online Sales and Operations at Google and Chief of Staff for the United States Treasury Department. Sandberg is the best-selling author of Lean In. Her 2017 release, Option B, is an inspiring and practical book about finding resilience and moving forward after life’s inevitable setbacks.

  • I didn’t define myself as a leader for a long time…I was called bossy, I was told I was too aggressive…most young girls aren’t told to think of themselves as leaders
  • What we see ourselves becoming we often become, what we can’t see we can’t become
  • I wanted to work in tech because I believed tech could change the world.
  • I loved the mission of Google…
  • When you’re offered a seat on a rocket ship you don’t ask what seat, you just jump on
  • “Hire big” = Hire people with unbelievable skills and hire people you’re going to need even if you don’t need them yet
  • I would take someone with skills over experience
  • If people are willing to take the job they will make the job what they want it to be
  • It’s not fair to fire people without feedback, but move quickly if it’s the wrong job for them or they break the rules
  • Most organizations that fail, fail because of reasons everyone knows but no one says
  • Focus on results not on face time
  • It’s easy to say people are trying hard…the problem is you’re rewarding people for effort not results. Reward people for results not effort.
  • We try to make hero’s of effort, execution and failure, don’t sweep failure under the rug…learn from it
  • Women have 5% of fortune 500 jobs, women have less than 25% of congress roles and run only 11 countries
  • No one does anything alone…you need support

3 P’s – reasons why people don’t get through grief

  • Personalization: it’s all my fault
  • Pervasiveness: all areas of my life are wrong, everything is terrible
  • Permanence: it doesn’t feel like it will go away
  • Resilience = “our ability to overcome hardship and it is a muscle and we can build it”
  • Joy is something we have to look for
  • Post traumatic growth syndrome: growth that comes as a result of difficulty in our lives
  • Happiness is how we spend our days…it’s the small things
  • Word correlations…
    • Vision: Mark Z. I work with a visionary
    • Values: family
    • Leadership Development: Investment…we invest in people
  • Leaders get better by getting real feedback and getting people to tell you the truth
  • Who’s responsible for leadership development? It’s both. The institution needs to support it and individuals need to chase it.

Posted in Leadership

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How to Identify Young Leaders in the Church

Do a quick Google Search and you’ll find volumes written about this next generation entering the workforce. Much of it is written from a negative perspective. The search will tell you that this generation is entitled, lazy, they don’t follow through and they can’t be trusted with real responsibility. This trend has great implications for the modern day church. And while the researchers might be right, I still believe that there are great up and coming leaders in the next generation taking their place in the church today. Two reasons stand out and have convinced me.

#1 God has a mission for His Church. I’m convinced God is going to resource that mission and give his bride the Church everything she needs to see it through, which includes giving the church spiritual leaders.

#2 We need to do the hard work of looking for them. If God is going to do the work of resourcing His Church with the next generation of leaders, then it falls to us identify, develop and train them to take their place.

So, to that end here are 7 things to look for when identifying young leaders in the church:

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Posted in Leadership, Spiritual Formation, Staffing