This article originally appeared on the blog iDoneThis.
The prototype leader is a hero gives rousing speech, inspired the troops and show at the last minute to save the day. At least that's how the leaders are represented. but it is not at all what Google discovered that their most important qualities.
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At Google, they are obsessed with looking at the data to determine what makes them successful employees and what they found in the figures is surprising.
The most important trait of a leader is the one you're more likely to associate with a deaf person a dynamic leader: predictability. The more predictable you are, day after day, the better.
Google People Operations Leadership
Adopting an approach based on evidence rather than an intestinal tract, Google debunks conventional wisdom about how to build an impressive team.
Twice a year, anyone who has a manager gets to see their boss in an "upward feedback survey," given the performance through 12-18 different factors. So, Google amounts data, tens of thousands of successful data points on the job, to understand what to look for in new hires.
When Google crunched the numbers on the question of what makes a good leader, what he discovered was remarkable for its sense opposite. leaders must be predictable and consistent, because then employees enter
in other words, when managers are predictable , they remove a roadblock employee trajectory "that in some settings, they can do what they want." - if managers have their own tendency to meddle, to criticize, and the second estimate.. without this dam, employees need not worry about whether their manager will try to jump in and "save the day" with a new idea. Instead, they have the space to do an incredible job.
On the other hand, "[i] f your manager is everywhere, you're never going to know what you can do, and you're going to experience as very restrictive."
As Laszlo Bock, senior vice president of people operations at Google said, "[i] is consistent leader way, people on their teams feel immense freedom."
independence is the key to employee happiness and out performance standards
The freedom that provides consistent leader is a powerful force, as with autonomy on his work is one the most powerful motivational factors of personal productivity.
In 2004, psychologists Edward Deci and Richard Ryan conducted a study of hundreds of employees at an investment bank on their job satisfaction. They found that the best scores of job satisfaction came from employees whose employers offered "support to autonomy." - Who is the recognition, encouragement and structure around getting work done that employee determines, not the manager
the kicker is that Deci and Ryan also found that employees whose autonomy are not only happier, they were also those with the highest performance work .
Great leadership is ever to be a dramatic hero. it's just not for you. Rather, it is to provide support to your team being ready to be considered boring and predictable.
Provide information they need, work from their perspective, to cultivate their performance by providing oxygen to succeed. Then they will have the breathing room and self-determination to shine.
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