Holding others accountable

Use a light touch

Treat them as equals

Encourage them with trust 

Source: Holding others accountable


Note and vote: how to avoid groupthink in meetings | Google Ventures

Note and vote: how to avoid groupthink in meetings | Google Ventures.

via Matthew Homann

A better brainstorming method from Google that we’ve been playing with for a while. It really works better with introverts and in rooms with high status differentials:  Note and Vote.  Here’s how it works:

Note:  Distribute paper and pens to each person. Set a timer for five minutes to 10 minutes. Everyone writes down as many ideas as they can. Individually. Quietly. This list won’t be shared with the group, so nobody has to worry about writing down dumb ideas.

Self-Edit:  Set the timer for two minutes. Each person reviews his or her own list and picks one or two favorites. Individually. Quietly.

Share and Capture:  One at a time, each person shares his or her top idea(s). No sales pitch. Just say what you wrote and move on. As you go, one person writes everybody’s ideas on the whiteboard.

Vote:  Set the timer for five minutes. Each person chooses a favorite from the ideas on the whiteboard. Individually. Quietly. You must commit your vote to paper.

Share and Capture (2):  One at a time, each person says their vote. A short sales pitch may be permissible, but no changing your vote! Say what you wrote. Write the votes on the whiteboard. Dots work well.

Decide:  Who is the decider? She should make the final call — not the group. She can choose to respect the votes or not. This is less awkward than it sounds: instead of dancing around people’s opinions and feelings, you’ve made the mechanics plain. Everyone’s voice was heard.

Why might this work?  Because in most meetings, three people are doing 70% of the talking.

10 Magic Phrases That Will Make You a Better Leader

Great Leadership: 10 Magic Phrases That Will Make You a Better Leader.

1. “How can I be a better leader?” 

2. “Thank-you.” 

3. “Nice Job.” 

4. “What do you think?” 

5. “How can I help?” 

6. “What’s possible?”..“Up until now.”

7. “I don’t know.”

8“Why is that important to you?” 

9. “Help me understand.” 

10. “I believe in you.” 

Interview questions

1.   Instead of asking about strengths and weaknesses, ask about the candidate’s biggest blunder or failure on the job and how they coped with it.  To err is human, but how the human handles that error is very revealing.  Do they take responsibility?  Do they blame a co-worker?  MOST telling is what they learned from the experience.  Someone who celebrates their mistakes as learning experiences is a truly rare find!


2.   Ask the candidate to solve a problem that is directly related to the position and company.  This type of question can show the candidate’s ability to innovate, adapt, learn and use their resources.  It can also help the show how they work through challenges within the position.


3.   While a candidate’s ability in a specific position is important, equally important is learning more about them as a potential member of your team.  What are their most important job acceptance factors?  What are the most effective means of managing them?  A great way to get the “real” answer to the previous question is to ask them “If I were to call one of your previous managers what would they say your biggest strength and biggest weakness were?”  Also, what motivates them?  The answers to these questions can dig deeper into how the candidate will perform on a day-to-day basis.  It will also provide important information for the hiring manager in terms of management response and motivation factors