Google CEO Leadership Style, SWOT Analysis Example

Leadership style is the idiosyncratic behavioral archetype that epitomize an institution or an individual and through which such individual or institutions administer their influence over their subordinates (De Pree, 2003). Leadership style involves the process of interaction of leaders with their followers to ensure that job related roles are efficiently executed to realize the goals and objectives of the organization. The leadership style of Google CEO is the transformational and introvert leadership style. Google being an internet company is associated with drastic and continuous changes in terms of web software and this call for the contribution of a transformational leader. These changes do not require rigid planning but daily evolution in response to customers’ attitudes and behaviors is imperative. The transformational leader is more flexible and faster in reacting to the changes for achieving success of the company (Lowe, 2009). The leader is also able to face up to the status quo through successful introduction of innovative ways of action.

An introvert leader at Google is also attributed to existence of proactive employees. Employees at Google being proactive require an introvert leader with listening abilities and also who is against taking control over social situations. The introvert leader is able to listen and address the creative ideas from the employees in the company and thus implement them accordingly.

Google CEO’s leadership style and philosophy, and how CEO’s leadership style aligns with the culture

Google CEO’s leadership style and philosophy aims at achieving effectiveness in leadership through mentorship. Effectiveness of Google CEO’s leadership style is based on providing the relevant coaching and resources that facilitate for achieving success among followers and the entire organization. The philosophy of leading through coaching, teaching, encouraging as well as setting good example of a transformational and introvert leader has contributed significantly in the success of Google CEO. This success has played a vital role in strengthening the corporate culture in the organization.Google CEO’s leadership style and philosophy has been able to sustain a culture of happiness among employees in the company. This is valuable attribute of culture that most organizations have failed to achieve but Google has. Google CEO has promoted unique work environment which attracts, motivates and also retains the most competent employees in the industry.

Google CEO’s personal and organizational values

Google CEO’s personal and organizational values are pegged on realization of the importance of dedication to technology making sure that all people are able to access information from any region in the globe. The CEO value the contribution made by his father in terms of influencing him towards innovation, who had great interest in technology. The CEO also believes in the creation of none existent things and therefore the company desists from focusing and competition from companies dealing with like products. Instead, the company strives to be a step forward through the use of such things as self-driving cars together with Glass. The CEO focuses on the importance of technology adoption which has become much faster at present. Technology must be made to do the hard part of work, thus clients can use technology rather than being used by the technology. Therefore, the use of Google has been made easy for the clients.

The influence of values of Google CEO to ethical behavior within the organization

Transformational leadership which is the leadership style of CEO at Google company is the leadership style in which case the leader is good at inspiring followers to focus their work goals and targets ahead of their individual interests. The use of transformational leadership style by Google CEO facilitates for elevation of the self-esteem and motivation of followers thus persuading them towards pursuing the organization goals collectively (Piccolo & Colquitt, 2006).  A transformational leader is an innovator and this is an important attribute for success in Google.

The leadership approach applicable by the Google CEO provides sufficient environment that potentially lodge logical differences between employees and promote accord in the company. As such the success of Google CEO is attributed to the respect and agility of embracing the differences between employees and promotes the feature of equality.  Google CEOappreciates the fact that individual differences among workers are the chief contributor of organization failure and disappointment (Marquis & Huston, 2009).  Google CEO also values the contribution of discrepancy among employees along with organizational members in obstructing the smooth flow of processes and business activities.  Furthermore, the differences are likely to obstruct the process of decision making along with their execution (Piccolo and Colquitt, 2006).

Google CEO strengths and weaknesses as a leader

Weaknesses and strengths are some attributes inherent in every successful leader. The strengths behind the success of the leader come with parallel vulnerabilities as well as blind spots. The strengths attributed to Google CEO are suited to the core business dealing in search advertising. The vast size of the internet necessitates the use of an algorithmic process for organization which in turn requires an extended sequence of logical experiments that progressively tune the search results leading to advertisement. The strengths of Google CEO include the following:

1. Identification of advanced approach to doing something
2. Ability to identify any malfunctioning process more easily
3. Ability to cater for a niche market.

The weaknesses of Google CEO include the following

1. Google is associated with a high degree of risk that can lead to putting people off. The leader is sometimes forces to make decisions that are likely to challenge market leaders.
2. Being transformational, an encounter with people who are likely to resist change results to conflicts.
3. Sometimes the original goals of the company may change in response to the market, thus making the leader to be less effective. The reaction to market changes in Google is swift thus the projects launched at one particular time may appear to be extremely important but later turn to be less critical (Lowe, 2009).

Changes that the CEO should consider improving as a leader in the 21st Century

It is technically simple for an ordinary person to recommend some cultural changes in Google to as to enhance the chances of achieving success in the organization. However, the truth of the matter is that the culture-changing experiments of this nature are marked by catastrophic failure. Attempts of change leads to a destruction of the success previously achieved without reaching a successful transition to a novel winning culture. The contemporary search business is at a sturdy position thus no major changes of improvement are necessary to make Google the industry leader in the 21st Century. Google CEO has to appreciate the fact that, changes are rare occurrences in the organization unless they are absolutely necessary.

Communication and collaboration, and power and politics influence on Google dynamics

Communication, collaboration, power and politics in Google influence the organization’s dynamics through focusing on the interaction among leaders and the followers. The decision of followers to accept being led is based on the benefits that they derive from the organization. On the other hand, the leaders also benefit from this relationship. Communication and collaboration plays a vital role in enhancing this relationship. Through communication, collaboration, power and politics in Google, leaders and their followers develop an interaction with shared symbiotic and psychological interaction that allows for exchange of mutual benefits (Lowe, 2009). This interaction assists the followers in visualization of the future state that is postulated to be better as compared to the current state hence giving them motivation to work harder to achieve the anticipated state. The leaders, through communication, collaboration, power and politics are able to update the followers on the reason why they are at the current state, the purpose of the organization, the anticipated course of direction and the best approach to reach their destination. Communication, collaboration, power and politics enables the leaders and followers to share a common vision of the organization making it possible for the two parties to own the vision, thus they work towards achieving the goals of the organization with minimum supervision. The duty of leaders is offering security, continuity, stability and purpose in situations of uncertainty. They also convince the followers that, even the difficult and audacious goals can easily be achieved. The obligation of the followers to obey the leaders thus the bond joining the two parties becomes stronger.

References

De Pree, M.  (2003). What is leadership? Ch. 5. The Jossey-Bass Reader on Business Leadership.  Jossey- Bass Publishers

Halverson, P., K. (2009). Leadership skills and strategies for the integrated community health system. The 21st Century Health Care Leader.

Lowe, J., (2009). Google speaks: secrets of the world’s greatest billionaire entrepreneurs, Sergey Brin and Larry Page. Hoboken, New Jersey: John Wiley & Sons.

Marquis, B. & Huston, C., (2009). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Lippincott Williams & Wilkins

Northouse & Peter G., (2001). Leadership Theory and Practice, second edition. Thousand Oaks, CA: Sage Publications, Inc., p. 200-234.

Piccolo, R. & Colquitt, J.A. (2006). Transformational Leadership and job behaviors: the mediating role of core job characteristics. Academy of Management Journal 49(2), 327-         340.