The leadership styles implemented and the development of the teams to be
able to communicate and share information, improving their abilities to solve
problems, 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 their
problems, and letting team function outside the company hierarchy.

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What can be learned from the styles of leadership implemented in
Google Inc. (Mathew Manimala, Kishnchand Wasdani, Kishinchand Wasdani, 2013):

6.    Conclusions:

Leaders always face resistance (Noel K. , 2016), their ability to
focus in the issue, setting employees for the situation, guiding, and
encouraging them to take responsibility, and contribute in sharing ideas that
comes to a resolution help in avoiding resistance. 

5.    Managing Change, and Handling Resistance

Leaders must be with knowledge and
experience with the way of dealing with difficult employees whose attitudes can
endanger workplace harmony. Solving the problem fast, and implement a
plan for correcting the behavior, and daily follow up to ensure the
positive change is permanent (Noel K. , 2016). Watching out inappropriate behaviors that
could have negative impact on office morale, or productivity is critical.

4.    Dealing with difficult employees

4.      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.      Giving
enough eyeballs, all bugs are shallow.

1.      People
want to do a good job. The fact that most people are professionals who want to
be proud of their work.

Google
has built a culture that attacks problems (Satell, 2017). The development of the teamwork that
drive that kind of culture:

Paying attention to provide growth of
career path, keeps employees engaged in their work (Cooperperson, 2011). Employees who are not valued of their
contributions will look to change jobs when a new opportunities arise. Investing
in human capital by training is critical, and more cost-effective than hiring
and train a new recruit.

3.    Training and Development

As
studies shows that face-to-face is the most valuable form of communication, and
the least valuable forms are email and texting. More people participate in the
call or conference.

The
Key Elements Communications Forms among Teamwork (Pentland, 2012):

2.      Members
facing each other, and their conversations and gestures are energetic, connecting
directly with one another among team and leader.

1.      Everyone
on the team talks and listens, keeping contributions short and sweet.

Also,
the successful teams share several defining characteristics (Pentland, 2012):

Successful
bright people rarely experience failure, and so they don’t learn how to learn
from that failure. They, instead, commit the fundamental attribution error,
which is if something good happens, it’s because I’m a genius. If something bad
happens, it’s because I didn’t get the resources or the market moved.

Informing
and sharing employees of business visions, goals, and reasons behind them, will
be more motivated to get the job done, and encouraging them to struggle forward.  Without a clear vision
and action-oriented plan, success is not in the cards. Employees alike need to
see the big picture and align their daily actions accordingly. They must
understand 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 and
colleagues stay true to the business goals and mission. Strategic
mission/vision-building retreats and planning sessions can help. So,

The
key to success of employee’s performance is competence. Employees who feel
empowered to test and build their strengths are more likely to meet
expectations. A manager’s job is to run a turnkey operation that ensure all
goals are met.

Delegation
requires a great deal of finesses and people skills to motivate employees to do
the work and get it done effectively, by masking clear and specific goals about
expected results, lay out challenges and discussing obstacles employees may
face, and offering available resources (Noel K. , 2016).

2.    Delegation, Empowerment, and successful staff:

The
coaching and visionary style: giving clear directions from a powerful posture,
commanding and expecting full obedience. As Google (Drucker, 2015) experience the increased employee
retention rate, to reach $1 Billion in revenue

The
pacesetting style. A leader sets high performance standards building challenges
and sets motivating goals, has a very positive impact on employees who are
self-motivated and highly competent.

The
democratic style by giving workers a voice in decisions, listening to both the
good and bad news, help generating fresh ideas.

The
affiliative style “people come first” attitude focusing on emotional needs, to
build team harmony.

the
authoritative leadership style, that leaders state the overall goals giving
people the freedom to choose their own means of achieving it. As this style is
appropriate when leaders are working with team of experts.

As
for Google, the appropriate mix of leadership styles that leaders can move
between, adopting different styles to meet different momentary demands, are as
the following leadership styles (Goleman, March 2000):

Professional
leaders recognizing how to balance between work and personal life, establishing
clear boundaries when working with friends, being fair to all subordinates,
avoiding any special treatment or favors.

“If
you want to build a ship, don’t drum up people to collect wood and don’t assign
them tasks and work, but rather teach them to long for the endless immensity of
the sea”.

Holding
a powerful position or traditional leadership roles aren’t enough. Leaders must
come forward with solutions when things go wrong. Here’s one of the best quotes
on how to lead, from the French writer Antoine de Saint Exupéry:

1.    Leadership Styles: