Here are the eight habits of highly effective Google managers and three pitfalls. The "good habits" are listed in order of priority, from most-important to least-important.
EIGHT HABITS OF HIGHLY EFFECTIVE MANAGERS
1. Be a good coach
* Provide specific, constructive feedback, balancing negative and positive
* Have regular one-on-ones, presenting solutions to problems tailored to the employee's strengths
2. Empower your team and don't micro-manage
* Balance giving freedom to your employees while still being available for advice
* Make "stretch" assignments to help them tackle big problems
3. Express interest in employees' success and well-being
* Get to know your employees as people, with lives outside of work
* Make new folks feel welcome, help ease the transition
4. Be productive and results-oriented
* Focus on what you want the team to achieve and how employees can help achieve it
* Help the team prioritize work, and make decisions to remove roadblocks
5. Be a good communicator and listen to your team
* Communication is two-way: Both listen and share
* Hold all-hands meetings and be specific about the team's goals
* Encourage open dialogue and listen to the questions and concerns of your employees
6. Help your employees with career development
7. Have a clear vision and strategy for the team
* Even amid turmoil, keep the team focused on goals and strategy
* Involve the team in setting and evolving the team's vision, goals, and progress
8. Have key technical skills, so you can help advise the team
* Roll up sleeves and work side-by-side with team, when needed
* Understand the specific challenges of the work
THREE PITFALLS
1. Have trouble making transition to team leader
* Fantastic individual performers are often promoted to manager without the necessary skills to lead
* People hired from outside often don't understand the specific ways of the company
2. Lack a consistent approach to performance management and career development
* Doesn't help employees understand what company wants
* Doesn't coach employees on how they can develop and stretch
* Not proactive: Waits for the employees to come to them
3. Spend too little time on managing and communicating
