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Google's Brian Haney with Glenn Marks, PhD - Shared screen with speaker view
Nadja Schnetzler
04:37
Hello everyone
Nadja Schnetzler
04:53
Due to background noise I will not speak but only listen, hope that is ok
Robin Zander
05:31
Welcome Nadja! Totally. Everyone is muted, but feel free to type in your questions here!
Cat Jaeger
08:57
Hello everyone.
Robin Zander
09:24
Hi Cat!
katrink korban
14:23
How many people are in your organization?
Tree Bressen
14:26
What size division did your holocracy experiment happen in?
Tree Bressen
15:46
And how long did the experiment last?
Cat Jaeger
16:09
What were the difficulties of Holacracy that were stumbling blocks?
Shawn Eckert
17:10
What was the reason leadership abandoned the model after only 90 days? Was that a long enought time to evaluate the new organization structure?
Victor Vargas
18:59
Does Holocracy and OKRs mix well or they clashed?
Shawn Eckert
20:00
THANK YOU
Robert Richman
21:15
OKR’s seem to be built into Holacracy, like bundled software.
Robert Richman
24:28
key is to make sure it’s not forced. that’s death to any initiative. get a group that’s willing.
Robert Richman
24:48
it’s like holacracy is software (really an operating system), but it needs an installer.
Sheella Mierson
29:10
Did Brian Robertson and his team train the people in the division at Google that implemented holocracy? How extensive was the training?
Gabrielle Hewitt
30:23
What are some easy ways teams can build psychological safety?
Shawn Eckert
44:25
Getting better than this? Does that mean you have a good manager or love the culture at Google? What is your why behind that statement?
Rita Callahan
45:14
To develop psychological safety, build into every meeting a "getting to know each other better" activity or exercise. As time goes on, activities/questions get deeper so peopel get to know each other better. Specific activites like identifying workstyles, identify values or needs, and addressing/resolving issues as a group also helps.
Robert Richman
47:22
the book “The Culture Code” - explains vulernability on teams well.
Shawn Eckert
47:39
Thank you Rita. With pesonal conversation vulnurabilty is build. With vulnurabilty comes a natural level fo compassion. When people have compassion everyone grows.
Shawn Eckert
49:33
Search Inside Yourslef by Chade-Meng Tan is a great example of a 'Google'r' changing the world.
Trish Wilson
56:28
Having a redisgned org chart then makes one ask, how do you change the remuneration system too....
Neal Peterson
56:56
Glenn, Can you type that email in the chat?
Sheella Mierson
57:16
bkh@briankhaney.com. I think that's what he said.
Neal Peterson
57:29
Thanks Sheella
Claire Robertson
57:29
Any more tips for working with and coaching leaders that buy-in intellectually to team effectiveness but don’t follow through or it doesn’t translate in their behavior?
Neal Peterson
57:55
Great team work support.
Hannah Terrell
59:44
What do you recommend for increasing openness to accountability in the workplace?
Melanie Rohat-Meheust
01:02:16
Thanks!
Sebastián Silva
01:02:22
Thanks!