The leadership styles implemented and the development of the teams to beable to communicate and share information, improving their abilities to solveproblems, and empowering them to be results-oriented after providing them Getting to know employees, rewarding them for their creativity,high performing, and achievements, encouraging employees to solve theirproblems, and letting team function outside the company hierarchy.What can be learned from the styles of leadership implemented inGoogle Inc. (Mathew Manimala, Kishnchand Wasdani, Kishinchand Wasdani, 2013):6.

    Conclusions:Leaders always face resistance (Noel K. , 2016), their ability tofocus in the issue, setting employees for the situation, guiding, andencouraging them to take responsibility, and contribute in sharing ideas thatcomes to a resolution help in avoiding resistance.  5.    Managing Change, and Handling ResistanceLeaders must be with knowledge andexperience with the way of dealing with difficult employees whose attitudes canendanger workplace harmony.

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Solving the problem fast, and implement aplan for correcting the behavior, and daily follow up to ensure thepositive change is permanent (Noel K. , 2016). Watching out inappropriate behaviors thatcould have negative impact on office morale, or productivity is critical.4.    Dealing with difficult employees4.      Great leaders provide a sense of mission and purpose.Talent is effective when directed by passion and purpose.

3.      People perform best at tasks that interest them.2.      Givingenough eyeballs, all bugs are shallow. 1.      Peoplewant to do a good job.

The fact that most people are professionals who want tobe proud of their work. Googlehas built a culture that attacks problems (Satell, 2017). The development of the teamwork thatdrive that kind of culture:Paying attention to provide growth ofcareer path, keeps employees engaged in their work (Cooperperson, 2011).

Employees who are not valued of theircontributions will look to change jobs when a new opportunities arise. Investingin human capital by training is critical, and more cost-effective than hiringand train a new recruit.3.    Training and DevelopmentAsstudies shows that face-to-face is the most valuable form of communication, andthe least valuable forms are email and texting. More people participate in thecall or conference.

TheKey Elements Communications Forms among Teamwork (Pentland, 2012):2.      Membersfacing each other, and their conversations and gestures are energetic, connectingdirectly with one another among team and leader.1.      Everyoneon the team talks and listens, keeping contributions short and sweet.Also,the successful teams share several defining characteristics (Pentland, 2012):Successfulbright people rarely experience failure, and so they don’t learn how to learnfrom that failure.

They, instead, commit the fundamental attribution error,which is if something good happens, it’s because I’m a genius. If something badhappens, it’s because I didn’t get the resources or the market moved.Informingand sharing employees of business visions, goals, and reasons behind them, willbe more motivated to get the job done, and encouraging them to struggle forward.  Without a clear visionand action-oriented plan, success is not in the cards. Employees alike need tosee the big picture and align their daily actions accordingly.

They mustunderstand where Google is going, and what the culture really is all about.When they do, they are in a better position to help ensure that employees andcolleagues stay true to the business goals and mission. Strategicmission/vision-building retreats and planning sessions can help. So, Thekey to success of employee’s performance is competence. Employees who feelempowered to test and build their strengths are more likely to meetexpectations.

A manager’s job is to run a turnkey operation that ensure allgoals are met.Delegationrequires a great deal of finesses and people skills to motivate employees to dothe work and get it done effectively, by masking clear and specific goals aboutexpected results, lay out challenges and discussing obstacles employees mayface, and offering available resources (Noel K. , 2016).

2.    Delegation, Empowerment, and successful staff:Thecoaching and visionary style: giving clear directions from a powerful posture,commanding and expecting full obedience. As Google (Drucker, 2015) experience the increased employeeretention rate, to reach $1 Billion in revenueThepacesetting style. A leader sets high performance standards building challengesand sets motivating goals, has a very positive impact on employees who areself-motivated and highly competent. Thedemocratic style by giving workers a voice in decisions, listening to both thegood and bad news, help generating fresh ideas.

Theaffiliative style “people come first” attitude focusing on emotional needs, tobuild team harmony. theauthoritative leadership style, that leaders state the overall goals givingpeople the freedom to choose their own means of achieving it. As this style isappropriate when leaders are working with team of experts. Asfor Google, the appropriate mix of leadership styles that leaders can movebetween, adopting different styles to meet different momentary demands, are asthe following leadership styles (Goleman, March 2000):Professionalleaders recognizing how to balance between work and personal life, establishingclear boundaries when working with friends, being fair to all subordinates,avoiding any special treatment or favors.”Ifyou want to build a ship, don’t drum up people to collect wood and don’t assignthem tasks and work, but rather teach them to long for the endless immensity ofthe sea”.Holdinga powerful position or traditional leadership roles aren’t enough.

Leaders mustcome forward with solutions when things go wrong. Here’s one of the best quoteson how to lead, from the French writer Antoine de Saint Exupéry:1.    Leadership Styles: