Great Ideas! Work Rules! by Laszlo Bock TEF 101915
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Transcript of Great Ideas! Work Rules! by Laszlo Bock TEF 101915
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Great ideas! !
Work Rules! !
by Laszlo Bock
The Executive Forum - Stonewall ResortOctober 19, 2015
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What’s in it for me?
Why should I believe you?
Why should I care?
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“If you’re looking for forehead-smacking
insights along with an array of savvy new
practices, Work Rules! is an essential read.”
!Daniel Pink, author of A Whole New Mind
Google is perhaps the most admired
company of the 21st century and Bock is responsible for their
people operations
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Set aside the fact that Google is a tech juggernaut and
global behemoth
This book has loads of practical
approaches and insights for smaller
companies also
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It’s the story of how Google has tried to use
freedom as a way of unlocking great
performance
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And the realization of just how important culture is
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Coming from the head of People Operations, not surprisingly …
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… it deals a lot with recruiting, hiring and growing talent
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But also touches on what makes great managers, performance management
and creating a learning institution
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Which only touches on roughly half the chapters in the book!
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“Thinking strategically about how people drive culture and culture
drives performance.”
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Now for the deep dive
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vs. a “command orientation”
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“Inside Google we don’t have a lot of rule books and policy manuals.”
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Many key decisions are made by “groups of peers, a
committee or a dedicated, independent team.”
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Operations initiatives vs. programs to empower
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Culture Eats Strategy For Breakfast
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Google has clearly defined the 3 main elements of their culture
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A mission that matters
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“To organize the world’s information and make it universally accessible and useful.”
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Transparency
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Voice
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“The power of purpose”
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How clear are the elements of your culture?
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Core Values
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Implicit vs. Explicit
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Rewards, recognition, consequences
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What happens when the culture is tested?
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How clear are the elements of your culture?
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Culture Clubs
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Lake Wobegon: Where All the Hires are Better Than Average
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Hire top people who can contribute right away
Hope for above average and train them up
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At best,10% of candidates are top performers
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Focus on recruiting Set the bar high
Wait for the right candidate Use a committee approach
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And always keep in mind
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“Hiring is the most important people function …
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… and most people aren’t very good at it.”
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Searching For the Best
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“a self-replicating talent machine”
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Internal referrals
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“broader networks”
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“Get the best referrals by being excruciatingly specific.”
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Don’t Trust Your Gut
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Thin Slices-The Halo Effect-Confirmation Bias
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Data says!
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Work samples
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General cognitive ability
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Structured interviews
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Ask behavioral (job related) …
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… and situational (hypothetical scenarios) questions
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Measures of conscientiousness
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Always push for examples
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Assess candidates objectively
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Score everything
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“Give people a reason to join”
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Let the Inmates Run the Asylum
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“Take the power from your managers and trust your people to run things.”
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“Managers aren’t bad people …”
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… but each of us is susceptible to the conveniences and small thrills of power.”
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Finding ways for people to shape their work and the company
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Googlegeist
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Aimed at retention, but also: understanding how best to improve
the company
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Innovation Execution
Retention
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Raising the bar: for individuals, teams and the company
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Project Oxygen
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Why Everyone Hates Performance Management …
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… and What We Decided to Do About It
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One key takeaway:
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It’s complicated!
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Set goals Align people
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4 important Qs
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Are low performers identified? Are the right people identified for promotion?
Are discussions meaningful? Does the process seem fair?
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Fairness = “Calibration” =
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The wisdom of crowds
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BiasesLots of biases
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Set ambitious goals Gather peer feedback
Use calibration to finalize ratings
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Building a Learning Institution
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“deliberate practice”
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The Kirkpatrick Model
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Reaction: What do you like or not like about it?
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Learning: Can you point to specific things that you have learned?
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Behavior: are there things you are doing differently or better?
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Results: what kind of results are you hoping for?
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Changing behavior to improve individual, team and organizational performance
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Find your teachers within the company
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The quick summary
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Define your culture
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Improve hiring
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Listen
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Performance management
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Great ideas! !
Work Rules! !
by Laszlo Bock
The Executive Forum - Stonewall ResortOctober 19, 2015