Jim Lecinski, managing director for Google. broke down his company’s innovation strategy into nine notions. Each notion contains an important lesson that all professionals can learn from.

1. Innovation, not instant perfection. Google believes in launching new products and ideas early and often, rather than trying to perfect those ideas behind closed doors before releasing them to the public. Then, customer feedback and popularity prove which projects are most successful.

2. Share everything you can. Small teams that communicate openly have proved the best results for Google. They believe in transparency in the workplace so that everyone knows what everyone else is working on. (Scary, right?) They have a computer program where employees can look up names and see what others are working on, so if they have an idea to contribute they know who to talk to.

3. You’re brilliant, we’re hiring. When Google interviews employees, Lecinski said they set the bar very high. They focus more on hiring generalists rather than specialists, as they have found generalists are more valuable and can contribute ideas to different parts of the company.

4. Allow employees to pursue their dreams. Lecinski said Google allows its employees’ time in a 70/20/10 model. Seventy percent of the time they work on Google’s search and ad flagships; they develop new programs like Images, Desktop and Finance 20 percent of the time; and 10 percent of the time employees are allowed to pursue their own high risk/high reward projects. Lecinski said Google Earth is a result of one of those projects.

5. Ideas come from everywhere. Sometimes Google turns to the public for new ideas. The Google mastheads, which are customized for holidays and events, are taken from non-employee submissions. One of the mastheads was designed by a 12-year-old girl.

6. Don’t politic – use data. With all the ideas floating around Google, the best way to determine which may work is to use supportive data. As Lecinski said, “Data beats opinion.”

7. Creativity loves restraint. Again, Google has to have some way to keep all of the employee-generated ideas streamlined towards the company’s goals. “Let people explore, but set clear boundaries for that exploration,” Lecinski said.

8. Get users and usage – the money will follow. This goes back to one of Lecinski’s larger points, “respect for end users,” but is a principle to follow in any form of business. He says to focus on creating things that are innovative and useful for people, not something you can sell.

9. Don’t kill projects, morph them. Google doesn’t waste ideas. Instead, they try to change and transform them into something the company finds useful.

1. Try to be your own person. By all means observe good leaders in action and learn what you can from them, but don’t mimic them. Be yourself, but get the training you need to take your skills to the next level.

2. Remember the importance of context.there is many different management style to suit a variety of occasion. Be flexible and be prepared to change your style depending on what you need to do and who you are working with at the time.

3. Don’t be afraid to ask for advice. We don’t wake up in the morning instinctively knowing how to deal with every tricky situation we might come across at work, so do ask for help if you need it .your manager, mentor, or a trusted colleague are good ports of call and their advice copied with your own thoughts about how best to approach a situation will help you as you build your own brand of leadership.

4. Give yourself a chance. If you are new to a job or company, your first few months  in a new role, especially one with management responsibilities ,can be challenging. Don’t get too downhearted if things don’t go to plan: everyone makes mistakes. Reflect on what has happened; think about lessons to be learned. act on them as appropriate, and move on.

5. Don’t over promise. Its tempting to get people on side by telling them exactly what they want to hear, but you will end up backing yourself into a corner.

6. Tread carefully at the first if you are introducing change. People’s knee-jerk reaction to change tends to be negative, but if you bring it in gradually, you will get a less panicky response.

7. Lead by example. You can’t expect others to behave professionally if you don’t.

8. Be very careful about what you say- and to whom- about your colleagues at work even if they are driving you mad .Use your common sense and be discreet, however angry or upset you are.

Defining leadership characteristics is not simple. This is because each leader has his\her own characteristics. However there are some common features required for an exemplary leader. A typical leader should know how to influence his team members to work harder and committed to achieve the overall organizational goals. A leader can be either task oriented or people oriented. Task oriented leader will be interested in training, performance and in winning. Whereas people oriented leader will concentrate more on inter personal relationship. 

Leadership style differs from person to person according to the tasks, team and individual capabilities. However the following tips will help to achieve effective leadership styles;

* Whenever possible, delegate the work to the employee as a whole. But be sure that the employee understands the whole process. You can also connect them in a group if possible.  

* Ensure that the employees understand what you exactly want them to do. You can ask questions and watch their work time to time in order to confirm that they understand the work fully.