I saw a cartoon years ago that showed people sitting around a table looking bored and drinking coffee. The caption read: “Purpose of Today’s Meeting: Avoid Work and Eat Donuts.” I had a chuckle at the time, but also a painful twinge of recognition.
Team members at Google are challenged in much the same way as nearly everyone else in corporate life. To get things done, they need to come together fast and tackle complex tasks that have no easy solutions. But Google loves to take on huge challenges (driverless car, anyone?) and a team of Google researchers recently set out to find the workplace equivalent of The Holy Grail: a perfect team.
Most of us have had a bad boss. If you google “bad boss,” you’ll find hundreds of references. They all have one premise in common—bad bosses are bad news. My take is that the quality of bad boss ranges on a continuum, from mildly ineffective to criminal. Let’s look at three examples and approaches for each one.
“Face time.” If you were reading hard-copy business magazines twenty years ago, you'll likely remember articles urging you to actively seek out and spend quality, one-on-one “face time” with your manager or employees. It’s a fact: collaborative conversations and personal feedback sessions were vitally important between boss and employee, and among team members and colleagues, to build strong relationships in the workplace.
Diversity is more than the inherent traits we’re born with: sexual orientation, gender, and ethnicity. Diversity also includes experiences that shape the way we view the world: the neighborhood we grew up in, a foreign assignment, work in another industry, or several months traveling or doing volunteer work.