Interestingly, when they do they come up with answers that seem to be blindingly obvious if you've given this any thought at all. Consider Google. From the New York Times:
"Google’s Quest to Build a Better Boss" by Adam Bryant
http://www.nytimes.com/2011/03/13/business/13hire.html?scp=1&sq=Google%27s%208-Point%20Plan%20to%20Help%20Managers%20Improve&st=cse
A link to the graphic with "Google's Rules" is here (this link was not prominent in the online article):
http://www.nytimes.com/imagepages/2011/03/11/business/20110313_sbn_GOOGLE-HIRES-graphic.html?ref=business
Some great--and obvious--tips in there. As I've mentioned before, I've had several great bosses (that I have mentioned on this blog) that did all of this and more. A great boss is a wonderful thing.
I'm not sure what to make of this portion of the article, though:
"Because of that heavy hand, this manager was denied a promotion he wanted, and was told that his style was the reason. But Google gave him one-on-one coaching — the company has coaches on staff, rather than hiring from the outside. Six months later, team members were grudgingly acknowledging in surveys that the manager had improved."
"'And a year later, it’s actually quite a bit better,' Mr. Bock says. 'It’s still not great. He’s nowhere near one of our best managers, but he’s not our worst anymore. And he got promoted.'"
Still not great and he got promoted? Maybe Google isn't as smart as it seems to think...
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