#HR #RRHH Making love and making personal #branding #leadership

It’s no surprise that Google, now part of Alphabet, loves data, and the company’s execs frequently share the revelations they find, such as their insights on mobile web use. But some of us would be surprised to discover that this unicorn company often turns its eye inward, analyzing information about its people to help improve its operations.

 

A group of employees from Google’s People Operations section, the equivalent of an HR department, decided to complete an analysis to answer one question: What makes a Google team effective?

 

Here’s a look at their approach and the startling revelations they had along the way.

Via The Learning Factor

Startups are a learning curve. Team dynamics and communication practices change with growth because they have to. But during this growth, sometimes things change without you realizing it and you feel like a bird who smashed into a clear window.

 

Recently, we ran right into one of those windows and it hurt! Usually, it’s just a miscommunication but feather still get ruffled and the air has to be cleared. But in the moment you hit that window, it’s easy to get swept away by the initial emotion.

Via The Learning Factor

You have a great product or service. You have the funds to make it happen. Now, the big question is "Do you have the people to stand by you and execute?"

 

The biggest question for entrepreneurs today is how to create a culture to keep your dream growing to its full potential. The answer is by creating a place for people to continue to develop both professionally and personally.

 

Dividing professional and personal development is an oxymoron. One feeds the other. And when you have an environment of mutual respect and open communication, more people want to hang around with you and make magic at work. The hardest part of work is the people piece. It needs on-going attention to keep productivity high and stress low.

 

Here are 11 questions to ask yourself and your team to make sure you are heading in the right direction.

Via The Learning Factor

Ask the members of any team if they want to institute better processes, and be prepared for them to roll their eyes. “‘Better processes’ means ‘more bureaucracy,’” someone will mutter. But ask that same team how much they enjoy doing projects the hard way — duplicating efforts, scrambling to meet deadlines when someone drops the ball, or bearing the brunt of customer fury — and you can expect the floodgates to open.

 

Why do people love to hate “process” but rail against disorganization? It is because most people associate processes with checklists, forms, and rules — the overseer breathing down their necks. Not surprisingly, leaders wanting to foster innovation and creativity are reluctant to institute such rigid controls and procedures.

Via The Learning Factor

Groupthink is a worry for many organisations. Encouragingly, new research suggests it is not as widespread as might be feared.