The proposed training and development intervention for leadership development in Google is well thought through and provides interesting points. The overall structure of the post is logical and introduces the company under consideration, addresses the existing leadership training practices, and presents the suggested intervention with the timeline established. In particular, I find the inclusion of the importance of knowing the employee dynamics and teamwork patterns particularly useful. These factors are crucial to understanding what the employees need as individuals and as a collective and can help shape the leadership intervention. Thus, according to Lacerenza et al. (2018), team performance and the relevant team-level outcomes are closely correlated with leadership, including transformational and empowering leadership styles. Therefore, it would be beneficial to assess the needs of different teams before rolling out the leadership intervention. Furthermore, the enhancement of personal and interpersonal skills during the intervention is a constructive inclusion.
However, the proposed rolling-out schedule is relatively short, and more time should be allocated to the initiative, particularly to the preparation stage. The first step described in the basic schedule includes gathering data on organizational and employee needs would require a substantial amount of time for execution as Google employs many people in different departments. In addition, Aldulaimi (2018) notes that leadership development programs are most efficient when participants are purposefully selected and supported throughout the intervention. Therefore, the employee evaluation and selection process are likely to take a substantial amount of time, and one week assigned would not be sufficient. Overall, the proposed training and development intervention is well structured and considers the importance of the existing workplace dynamics and teamwork practices that should be explored in-depth before program initiation, as well as organizational and personal outcomes.
References
Aldulaimi, S. H. (2018). Leadership development program and leaders performance for mid-level managers in Saudi petroleum company, ARAMCO. Arab Economic and Business Journal, 13(1), 15–24.
Lacerenza, C. N., Marlow, S. L., Tannenbaum, S. I., & Salas, E. (2018). Team development interventions: Evidence-based approaches for improving teamwork. American Psychologist, 73(4), 517–531.