[1] Set clear boundaries

Instead of just giving yourself a task to "work," set aside a specific amount of time to do it and set a goal to accomplish during that time. With such boundaries, your work will not stretch out indefinitely.

[2] Quality >> quantity

You can spend a lot of time on different tasks at the same time, you can do a lot of small and not very important tasks and feel productive. However, the key is to work more efficiently, not longer. Optimize your work.

[3] Be present in the moment

Moments are the most valuable thing we lose when our minds are not where they should be. Keep your mind free of work worries - when you spend time with your children, loved ones, or just with yourself.

[4] Don't bring work home in your mind

Even when you get home on time and don't overwork, your balance can be disrupted if you keep thinking about your work, problems with coworkers, or unfinished tasks in the evening or at night.

[5] Remember that work is not everything

Work is only one of the many aspects of our lives that define us. When we hyper-focus on it alone, we don't give ourselves the opportunity to realize ourselves to the fullest.

The evolving workplace is shaped by technological advances like AI and automation, alongside increasing global diversity.

This alters job dynamics and organizational structures, favoring flatter hierarchies and self-managing teams, requiring new approaches to work.

  1️⃣  Building diverse networks

Building and navigating an informal network will serve you when it comes to employability.

  2️⃣  Informal information sharing

People who give you access to information help build your self-awareness and awareness of others.

  3️⃣  Navigate informal development

70% of all learning happens on the job, so we’ve got to learn and up-skill continually.

  4️⃣  There is no one career ladder

You don’t just advance from job to job. So how, do you actively manage your career?

“Culture Eats Strategy for breakfast”

Lesson #1: Be experimental

At Google, changes were often framed as "temporary experiments" rather than permanent shifts.

This approach made it easier to adjust or revert changes based on employee feedback, and prevented a sense of entitlement among employees.

Lesson #2: Don't take away choice, but do reduce friction for desired options

If you want to change the behavior of your employees, it can be tempting to try to force a choice upon your people. Unfortunately, when given no choice, people often rebel.

Lesson #3: You must measure your managers against the results you want

Google found a series of key behaviors important for good performance and happy teams. They use special survey twice a year to evaluate their managers against those top 8 areas with the following questions:

Lesson #4: Perks don't have to be costly

Google has found that many businesses would like to sell to Google's employees. So they use their bargaining power as a source of 50,000 employees potential customers to get discounts.

Lesson #5: When it comes to hiring, the crowd is smarter than any individual

* Subordinates should interview their future managers to ensure they'll be excited to work for them.

* "Cross functional interviewer" to ensure a person isn't hired out of desperation or because the role has been open for too long.

* The optimal number of interviewers is 4 to avoid too few or too many interviewers spending time on a candidate.

* Google takes the scores of every interviewer equally and then averages the scores to decide whether to hire someone.