Here are some of my notes from Day 2 of the Global Leadership Summit (#gls17) from this past Friday. I attended the remote site in Fort Wayne, Indiana (the largest remote site in the world).
Lazlo Bock (former VP of People Operations at Google)
“Often there is a gap between the values leaders talk about and the values they live.”
“Find the best people, grow them fast, and retain them.”
“The experience of our work should have purpose. Give work meaning. Have a mission that matters.” Lazlo cited a survey that found:
- 30% of employees feel their work has meaning
- 30% of employees need to work solely for the paycheck they get
- 30% of employees feel work is kind of fun
- 10% (he didn’t mention them – they’re probably outside on a break….)
“We must remind our teams of our mission all the time. It’s not a one-and-done thing.” How? Lazlo said that the best way to get our mission into our team members’ heads and hearts is through story-telling. But not just any stories – LIFE-CHANGING stories. These kinds of stories make a personal connection with our mission (I bet this work with our customers, too).
The Meaning of our Mission Matters. Here’s a way to uncover how we are connecting our mission to the people who carry it out as well as to our customers:
- Ask: “Why do I do what I do?”…everyday.
- Ask others why they do what they do.
- Have customers share their stories. Make it easy for them to do this.
- Repeat this process often
“Instead of giving quick answers to a team member’s inquiry on your opinion on an issues, ask them first: “What do you think?”
“Hire people better than I am.”
Julie Funt – CEO, WhiteSpace at Work
“When talented people are too overloaded/busy, work suffers. We tolerate overload.”
“White Space – that strategic pause taken between activities to reflect and think. Great leaders use white space. It can take the form of a personal retreat to an hour break to minutes.”
What White Space is not:
“White Space is the permission to think the unthought thought.”
“We must ‘de-crap-i-fy our workflows.”
“Lollipop of Mediocrity – lick it once, and you’ll suck forever.” Brian Wilson
Mental Filters to help simplify our lives using White Space:
- Is there anything I can let go of?
- When is good enough good enough?
- What do I truly need to know about this?
Use this codes in dealing with emails (a major factor to overload):
- NYR – Need Your Response
- NYRT – Need Your Response Today
- NYRQ – Need Your Response Quickly
- NYR-NBD – Need Your Response Next Business Day
Marcus Buckingham – Author and Founding of the Marcus Buckingham Company
“You learn nothing about success by studying your failures.”
“At work, we need more BEST teams.”
When it comes to performance reviews, one size does not fit all. One size fits one. This is how we need to view performance reviews.”
In writing a performance review, these are key goals:
- Give your team member a chance to use their strengths. Encourage this!
- Help them clearly understand what is expected of them. They want to know this!
As leaders/managers of people, practice frequently (weekly) “Strength-Based Check-Ins” about “near-term” future work. This is done in a brief 1-on-1. Ask:
- What are your priorities this week?
- How can I help?
Do not give feedback in these brief 1-on-1 meetings. People want “coaching attention”.
Asking great questions will help them get better!”