Google’s Project Oxygen created buzz several years ago when they concluded, after deep research, that the typical success of an individual employed at the tech juggernaut was based on Emotional Intelligence and not the assumed stellar STEM acumen (Science, Tech, Engineering, Math).
Now, its recent discovery about Team High-Performance also upended the team development paradigms through Project Aristotle. The content below was quoted from their research.
First, researchers discovered which variables were not significantly connected with team effectiveness at Google:
- Colocation of teammates (sitting together in the same office)
- Consensus-driven decision making
- Extroversion of team members
- Individual performance of team members
- Workload size
- Team size
So what was the magic sauce for High Team Performance at the Tech Giant?
If these 5 aren’t blooming on your team, first ask yourself if there are politics, egos and drama at play.
But how do you start building these into the culture of your team? They first come from the overflow of the leader- both the immediate team director and their senior leaders. You can even have a dynamic team leader, but the senior leader(s) directly affect the energy, focus and emotional energies of a department.
Do you make safe for your team to disagree? Be autonomous?
Do you model and value excellence?
Do your team members have a clear idea of their roles and goals?
Is their “why” (purpose) fueling their “what” (tasks)?
Do they keep a scoreboard showing impact?
For more info on Google’s Project Aristotle, read it’s Re-Work paper here