Just the other day, I had another person tell me all they want to do is work at Google. I get this one a lot, so I’ve started asking why. The response usually focuses on one of the following:
• “Because it’s fun.”
• “They really support you.”
• “They give you room to be yourself.”
I also usually hear:
• “… and they have great perks.”
It makes sense – Google offers great health care, child care, flex time, generous compensation and more. Who wouldn’t want all that? But the perks aren’t usually what people mention first. More often than not, their comments center around the level of freedom and trust the organization extends their employees.
And rightly so. Google has very carefully created an environment where exceptionally talented people are encouraged to showcase their strengths and devote time to innovation – that is, to develop projects “off the beaten path.” And as long as project deadlines are met, the fact that a developer works from home one morning or “borrows” two hours to manage a family obligation, doesn’t matter.
Moreover, “hobby” projects are built in to project schedules, with developers devoting 20% of their time to following novel concepts, impulses and ideas to their natural ends. A number of these “spare time” initiatives have even become important Google products. Google’s not the only company fostering this atmosphere of freedom, trust and innovation, nor were they the first (3M has had its own “15% solution” since the 1950′s – an endeavor which produced both Scotch Tape and Post-Its).
Now, I don’t believe anyone thinks working at Google isn’t about working. In the end, there are still deadlines – Googlers also work very hard the other 80% of their week. Each of them is aware that there are scores of people in line for their chair, should their output consistently sag. But at a place where even a part of the work week feels like play, where creativity and non-conformity are encouraged, and where collaboration rather than competition is the norm – that’s appealing to a great many.
The point is, the work gets done, and the output shows that quality hasn’t been compromised by flexible scheduling or time invested in creative projects. That kind of progressive leadership, with those kinds of life-affirming policies, extends a high level of trust to their employees. Not only does this convey an underlying philosophy of “We’re all big girls and boys here, capable of managing our own responsibilities,” but it also makes clear that the organization respects every employee’s humanity as much as it values their professional skills.
Google’s gotten a lot of press for the way they treat their employees, and its location doesn’t hurt either. But whether you decide to get in line for an interview at Google or choose to stay put in your current place of employment, one thing remains a constant: you won’t have a shot at creating an atmosphere where your unique combination of strengths and talents shine, if you don’t first revere them yourself.
If you’re constantly trying to squeeze into someone else’s concept of who you are, you’re not only likely to miss the bulls-eye, but you’re probably going to be miserable in the meantime. And if your self-talk revolves around transforming yourself into someone else so you’ll be more loved, liked, respected, deserving, etc., you’ll likely find you’re chasing a moving target. As Oscar Wilde said, “Be yourself; everyone else is already taken.”
Instead, you’d be better off taking the wisdom of those words and honoring your one-of-a-kind amalgamation of gifts and skills – even to the point of drawing attention to them. Having done so, you’ll be able to stand proud, interact with ease, and, in marketing terms, cherish your own “brand.”
If you think you may be “hiding your light under a bushel,” ask yourself the following questions:
• What about me do I tell myself is “not acceptable” to the world?
• Who am I trying to be that I am not?
• What would I do (or be) differently, if I believed I would be accepted or valued for it?
• What one step can I take toward relaxing into my true self?
It’s your unique “twist” that the world needs. What causes you to stand out from the rest makes others notice what you uniquely “bring to the party.” It’s also what makes you you. When you give yourself permission to be authentic, you tacitly give the same permission to those around you.
Imagine a world where everyone’s unique contribution is not only respected but revered. Now that’s an environment with high productivity and morale! I make up that Google’s two founders had a similar conversation about values and authenticity at some point early in the company’s evolution. So perhaps it behooves us to remember: one of the reasons Google is such an enormous success is that it puts extraordinary faith in its employees every single day. And look how that turned out!