Good catch! I’ve read Ben Franklin’s quote but can’t believe it had been taken out of the context. omg so much disinformation / misinformation these days…scary!
Haha, thanks for raising it Viet! As a person who has taken Googlegeist multiple times, here’s what I’d like to share…
1) hmm.. not sure if I fully understand your concern around “gaming the system”, it’s in employees’ interest to provide genuine feedback about team / manager / leadership so it could be meaningful on an aggregate level. It’s also valuable to compare across organizations and years, for example: average team culture score in Android vs YouTube, and whether there has been any improvement / decline.
2) you would be surprised how Google takes the Googlegeist results seriously. I had an ineffective manager and who got poor score across the team in once cycle, he was put on a PDP (personal development plan) for 6 months and was rotated to another individual contributor role after failing to improve. And another case is the “commute” from SF to South Bay. Google used to require everyone to work from Mountain View office (1.5h from SF) to maximize face time and people will waste 3-3.5 hours round trip. After several cycles of Googlegeist feedback, the leadership move towards more “remote culture” and developed many new offices in SF. In Sundar’s case, he might not be replaced immediately, but for sure there are initiatives that continue to track his performance and help him improve. And regarding Android founder Andy Rubin, not sure if anyone raised the concern in Googlegeist before filing the complaint…
Thanks Ben, I really like your first principles thinking! It’s interesting to take a data-driven approach to training. While it’s nice to have just-in-time development, I wonder what’s the best way to execute it in a scalable & high-quality way. I also like the networking example, trying to think about the goal you want to achieve rather than looking for an inferior substitute. We need some out-of-the-box thinking here to revamp those used-to-be-offline-only experiences.
Robson, it’s a really interesting angle to explore the potential of extending “nudge” model to higher education! I do believe learning should be a lifelong experience and higher education is likely to get modularized so instead of students spending entire 4 years on campus, it might be spread out, 2 years “big change” on camous, and go to the field doing internships, startups, projects to get feedback / nudge for small changes for 1 year, and come back for the final year etc (the last semester could be online).
Besides, In the future of learning, whether online or offline, AI will play an increasing role in terms of helping students know themselves, and providing a personalized experience based on each student’s learning habit, progress and output. In order to achieve that, it does require a tremendous amount of data, likely multimodal (NLP, CV, Neuroscience) to get enough input. And only until we can figure out the right policies to ensure data security and privacy, we will be ready…