Welcome to the next segment of "Key Behaviors of Successful Managers: Project Oxygen Insights." In our previous unit, you explored Google’s groundbreaking Project Oxygen research and its key insights into effective management. Now, we'll dive into applying these attributes in real-world scenarios you'll likely encounter as a manager. This practical focus will help you integrate these behaviors into your daily practices. Let’s get started!

As a reminder, the 10 Project Oxygen attributes are:

1. Is a good coach
2. Empowers team and does not micromanage
3. Creates an inclusive team environment, showing concern for success and well-being
4. Is productive and results-oriented
5. Is a good communicator - listens and shares information
6. Supports career development and discusses performance
7. Has a clear vision/strategy for the team
8. Has key technical skills to help advise the team
9. Collaborates across Google
10. Is a strong decision maker

Keep these attributes in mind as we explore the following scenarios to apply them effectively.

Imagine a team member consistently missing deadlines and appearing disengaged during meetings. This issue affects overall team productivity. In this scenario, consider being a good coach and empowering your team without micromanaging. Instead of merely reprimanding the team member, take time to understand any underlying issues and offer support. For example, you might say, "Let's identify the obstacles causing delays and work on them together." This approach fosters both support and accountability.

Conflict between team members can create tension and slow down project progress. For instance, if team members are disagreeing about the project’s direction, it’s crucial to facilitate a resolution by creating an inclusive team environment and being a good communicator. Start by listening to each member’s concerns and encouraging open dialogue. You might say, "I value both of your perspectives; let’s find a solution that leverages your strengths." This helps defuse the situation and promotes collaboration.

To illustrate, here's a brief dialogue between two managers handling such a conflict:

• Chris: I've noticed that Sarah and Tom have been at odds over how to approach the new project.
• Jake: Yes, it's been affecting their morale and productivity.
• Chris: I think it's important to bring them together and facilitate an open discussion. Let’s hear both sides.
• Jake: Absolutely, we need to ensure they understand each other's perspectives. Maybe we can find a compromise that leverages their strengths.
• Chris: Great idea. I'll set up a meeting for us all to talk this through.

In this dialogue, Chris and Jake are employing effective communication and creating an inclusive environment to resolve the conflict.

Unclear objectives can lead to confusion about priorities and roles. Suppose your team is unsure about project goals and their responsibilities. It’s essential to provide a clear vision and strategy, and be productive and results-oriented. Clearly communicate the goals and individual roles. For instance, you might say, "Here’s our primary objective and each person's role in achieving it; let’s ensure everyone is on the same page."

Applying Project Oxygen behaviors in these real-world scenarios will help you navigate common management challenges more effectively.

Prepare for the upcoming role-play sessions where you'll practice these scenarios and further refine your application of Project Oxygen attributes.