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Frameworks

 

  • Communication Frameworks:

    • BLUF: Google's culture strongly emphasizes efficiency and directness, so getting to the "bottom line up front" is very common.
    • SCQA: Used in presenting proposals, making recommendations, and structuring project plans.
    • PAS: Used in selling ideas and influencing others.
    • BAB: Used in selling ideas and influencing others.
    • Sparklines: Used in presentation to influence others.
    • STAR: Widely used in Google's interview process and performance evaluations.

  • Problem-Solving/Decision-Making Frameworks:

    • 5 Whys: A fundamental technique for root cause analysis, and Google is known for its emphasis on data-driven decision-making, which often involves digging into the root causes of problems.
    • Systems Thinking: Given the complexity of Google's systems, a systems thinking approach is essential.
    • The Four Questions: Used in post-mortem to review an incident.
    • Human factors: Used in post-mortem to avoid the blame culture.

  • Time Management/Prioritization Frameworks:

    • Eisenhower Matrix: While the specific name might not be used, the concept of prioritizing based on urgency and importance is undoubtedly practiced.
    • Pomodoro: Used by individuals to manage their time.
    • GTD: Used by individuals to manage their tasks.

  • Incident Management:

    • Assess, Act, Inform, Review: This aligns with Google's Site Reliability Engineering (SRE) practices, which emphasize structured incident response, learning from failures, and continuous improvement.

  • Blameless post mortem:

    • 5 Whys: Used by the SRE to understand the root cause.
    • The four questions: Used by the SRE team to understand what happened.
    • Chain of events: Used by the SRE team to understand the timeline.
    • Human Factors: Used by the SRE to ensure there is no blame.
    • System Thinking: Used by the SRE team to understand the system.

  • Strategic Planning:

    • SWOT Analysis: Used in strategic planning at various levels.
    • Porter's Five Forces: Likely used in market analysis and competitive strategy.

  • Change Management:

    • ADKAR: Used for large scale changes.

  • Team Leadership:

    • While the exact framework name "Connect, Understand, Align, Empower" might not be used, the principles are extremely consistent with Google's team-oriented and empowering culture.

  • Stakeholder management:

    • IUEM: Used by the managers to manage the stakeholders.
    • PPPP: Used by the managers to manage the stakeholders.

  • Decision-Making:

    • OODA Loop: The principle of rapid, iterative decision-making aligns with Google's fast-paced and data-driven environment.

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