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41 " Knaves are not to be confused with divas. Knavish behavior is a product of low integrity; diva-ish behavior is one of high exceptionalism. Knaves prioritize the individual over the team; divas think they are better than the team, but want success equally for both. Knaves need to be dealt with as quickly as possible. "
― Eric Schmidt , How Google Works
42 " John Seely Brown, the former director of Xerox’s Palo Alto Research Center, once said, “The essence of being human involves asking questions, not answering them. "
43 " Coach Wooden once said, “Be interested in finding the best way, not in having your own way. "
44 " Praise is underused and underappreciated as a management tool. "
45 " Your default mode should be to share everything "
46 " Steve Jobs was one of the greatest business divas the world has ever known!) "
47 " If you believe that the qualities defining you are carved in stone, you will be stuck trying to prove them over and over again, regardless of the circumstances. But if you have a growth mindset, you believe the qualities that define you can be modified and cultivated through effort. "
48 " General Electric CEO Jack Welch said in Winning: “No vision is worth the paper it’s printed on unless it is communicated constantly and reinforced with rewards. "
49 " 70/20/10 became our rule for resource allocation: 70 percent of resources dedicated to the core business, 20 percent on emerging, and 10 percent on new. "
50 " market research can’t tell you about solving problems that customers can’t conceive are solvable. Giving the customer what he wants is less important than giving him what he doesn’t yet know he wants. "
51 " If you want to change people’s behavior, you need to touch their hearts, not just win the argument. We call this the Oprah Winfrey rule. "
52 " Open up everyone’s calendar so that employees can see what other employees are doing. "
53 " We think that if we have made a clever and thoughtful argument, based on data and smart analysis, then people will change their minds. This isn’t true. If you want to change people’s behavior, you need to touch their hearts, not just win the argument. "
54 " the job of finding people belongs to everyone, and this fact needs to be woven into the fabric of the company. "
55 " (Bill Gates in 1999: “Power comes not from knowledge kept but from knowledge shared. A company’s values and reward system should reflect that idea.”) "
56 " Determine which people are having the biggest impact and organize around them. "
57 " There are some people who actually enjoy firing. Beware of them. Firing instills a culture of fear that will inevitably fail, and “I’ll just fire them” is an excuse for not investing the time to execute the hiring process well. "
58 " For many people, work is an important part of life, not something to be separated. The best cultures invite and enable people to be overworked in a good way, with too many interesting things to do both at work and at home. "
59 " When you start a new position, for the first three weeks don’t do anything. Listen to people, "
60 " The tendency of a CEO, and particularly (speaking from experience) of a new CEO trying to make an impact in a founder-led company, is to try to make too big an impact. It is hard to check that CEO ego at the door and let others make decisions, but that is precisely what needs to be done. "