Frederik Pferdt, who helped shape Google's creative culture, learned lessons he still uses every day, including some from founders Sergey Brin and Larry Page.
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In the ever-evolving landscape of technology and innovation, one corporate giant stands out for its unique approach: Google. But what really sets Google apart in its journey of groundbreaking advancements? 🚀 A Culture Rooted in Experimentation and Creativity At Google, the norm is to defy the norm. Employees are encouraged to dedicate 20% of their work time to pursue projects outside of their regular tasks. This isn’t just about having a space to innovate; it's about creating an environment where experimentation is not just accepted, but expected. ✨ Turning Innovative Ideas into Groundbreaking Products This culture of experimentation isn't just for show – it has tangible results. It’s the birthplace of some of Google's most successful products, such as Gmail and Google Maps. These weren't the result of a strict roadmap but of a free-flowing, creative process where ideas could be nurtured and developed. 💡 The Takeaway for Every Professional and Organization What can we, as professionals or organizations, learn from Google's example? It’s simple yet profound: Foster a culture where taking risks and thinking outside the box isn’t just allowed, but encouraged. It’s in this space that true innovation can flourish. As we navigate our own paths in various industries, let’s ask ourselves: How can we incorporate this spirit of exploration and creativity into our daily work life? How can we turn our ‘what ifs’ into tangible realities, just as Google has? #Google #Innovation #Leadership
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It’s not surprising to hear how the the shift in culture from people-centric to budget-centric changes the effectiveness of the strategy and the level of innovation within a company. Unfortunately it’s not the people who are the owners of culture, vision, and strategy who usually suffer, but those who executed on those factors. Shouldn’t it be the leaders who have lead the company down the wrong path who should bear the brunt of failure? It certainly isn’t equitable or ethical.
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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Fascinating piece on how your internal mobility process (Google called it Re-Homing) is impacting your culture. Reminds me of my time at Cisco, when I was interviewed by people who had nothing to do with my role and versatility was a strong performance factor. Reading this article makes me aware what I feel when I talk about sustainable hire and „assets“. The only thing which makes us rich is the people who work with us.
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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well written
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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Cloud native evangelist. Open-source enthusiast. Engineering and DevOps leader. Ex Developer. Ex Telco Executive. Opinions are my own.
💡In the language of management consultants what are the 4Ps of successful growth strategy? Answer: 4P = People, People, People, People
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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Chief People Officer ---> Helping companies build their platform for exceptional human + business performance
On Company Culture An insightful post by Ben Collins-Sussman, an early engineering leader at Google. "The academic founders are gone, much of the C-suite is now former Wall Street execs; combine that with revenue flattening toward a stable horizontal asymptote, and the obvious, expected thing happens: the company suddenly moves from a "culture of infinite abundance" to a standard "culture of limited resources." It's a predictable regression toward becoming a 'normal' company." "The takeaway here is this: we should all learn from early-Google's example. When employees feel truly valued (which is rare!), it creates psychological safety, high morale, productivity, and creativity. Early employees would often encourage each other to "fail fast" as a means to innovation, but that's no longer easy in an environment where failure implies a layoff. If you're someone building a company, challenge yourself to value employees above all else, then watch and be amazed at the ROI." - Ben Collins-Sussman A lot of good lessons to consider from this example. Thank you to Laszlo Bock for the share and for building that early culture at Google and to Ben Collins-Sussman for sharing his experience and insights.
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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Experienced Developer & Engineering Manager | Scala and Rust | Building strong teams & great software
Insightful post about Google's culture changing. "When employees feel truly valued (which is rare!), it creates psychological safety, high morale, productivity, and creativity. Early employees would often encourage each other to "fail fast" as a means to innovation, but that's no longer easy in an environment where failure implies a layoff. If you're someone building a company, challenge yourself to value employees above all else, then watch and be amazed at the ROI."
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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Culture changed can be managed properly; not everyone knows how to do it.
A blog post on my favorite part about Google, and how it gradually changed. I think this is the end of my reflections on Google for now. It was an amazing ride! https://lnkd.in/g3eVR7bC
Culture Change at Google
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Exploring Google's '20% Time' Policy 🚀 Employees are given the freedom to spend 20% of their workweek on personal projects, a move that's sparked innovation and growth 🌱. I am intrigued by how this principle could transform small to medium-sized businesses, driving innovation, culture enhancement, and more. What are your thoughts on adapting Google's '20% Time' for smaller enterprises? And how can you adapt this to improve creativity and innovation? 💡🤔 #Innovation #BusinessGrowth #CompanyCulture
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The CEO of Google, Sundar Pichai has a word of motivation for you today. Being in an environment that pushes you to want to do more is key to growth. Sometimes, working with people who challenge you can make you feel insecure—but that’s where true progress happens. Embrace the discomfort, learn from those around you, and let it drive you to achieve greatness. Happy new week! #MotivationMonday #Buyammotivation #growthmindset #google #CEO #ceomindset #CEOofGoogle #SundarPichai #newweek #monday #mondaymood #underappreciated #pushyourlimits #AchieveGreatness #insecurities #work #environment #community #learning #learn #growth #business #businesstips #workethic #company
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