Michael Watkins

There was nothing cooler than knowing that for that hour at practice, we were the most important thing to him.

To be a good manager, you have to think about how you’re going to run a meeting, how you’re going to run an operations review... Management excellence leads to leadership.

Trust means you keep your word... and it means ability, the trust that you actually had the talent, skills, power, and diligence to accomplish what you promised.

If you have the right conversation, Bill counseled, then eight out of ten times people will reach the best conclusion on their own.

Compensation isn’t just about the economic value of the money; it’s about the emotional value.

Bill made it okay to bring love to the workplace. He created a culture...of ‘companionate’ love: feelings of affection, compassion, caring, and tenderness for others.

When we reduce company leadership to its operational essence, we negate another very important component: vision.

Mentorship and coaching are intensely personal.

People are the foundation of any company’s success. The primary job of each manager is to help people be more effective in their job and to grow and develop.

Managers create this environment through support, respect, and trust.

Smart alecks are not coachable.

Leaders lead, you can’t afford to doubt. You need to commit. You can make mistakes, but you can’t have one foot in and one foot out, because if you aren’t fully committed then the people around you won’t be, either.

Listening is not just hearing. It’s about fully engaging with what your team members are saying, both verbally and non-verbally, to foster trust and effective collaboration.

Trust is the foundation of any high-performing team, built not just on competence but on compassion and understanding.

Conflict, if addressed correctly, can be a catalyst for team growth and innovation rather than a source of division.

IT’S THE PEOPLE. People are the foundation of any company’s success.

Use meetings to get everyone on the same page, get to the right debate, and make decisions.

Be relentlessly honest and candid, couple negative feedback with caring.

People are naturally afraid of taking risks for fear of failure. It’s the manager’s job to push them past their reticence.

Bill’s attitude, naturally, was all about the team, saying that it succeeded 'because the players worked together and had senior leadership.

I just think I wasn’t hard-edged enough.

Winning depends on having the best team, and the best teams include more women.

Trust means you keep your word. If you told Bill you were going to do something, you did it.

Don’t tell people what to do, tell them stories about why they are doing it.

To be a great manager, you have to be a great coach. After all, the higher you climb, the more your success depends on making other people successful.

Bill, your title makes you a manager; your people make you a leader.

Bill Campbell was one of the people most integral to Google’s success. Without him, the company would not be where it is today.

It’s not what you used to do, it’s not what you think, it’s what you do every day.

You can always find a woman for a job, it may just take a little longer.

Your title makes you a manager. Your people make you a leader.

The Power of Community and Connection

Bill Campbell's life and career underscored the importance of building a strong, supportive community. His ability to connect with people from all walks of life created a vast network of mutual respect and love, illustrating that successful leadership often transcends professional boundaries. For instance, his memorial featured friends from his sports days, business associates, and even a caddie from his golf course. 'This great business leader... had earned the honorific 'Ballsy' through his aggressive play on the Columbia football field.' This shows that leadership is not just about professional achievements but also about the personal relationships one cultivates.

Leadership through Relational Transparency

Great leadership requires honesty, integrity, and clear communication. Bill Campbell's method of 'relational transparency' involved being forthright with both positive and negative feedback while maintaining a supportive environment. 'Bill would tell a story and let Jonathan go off and think about it until their next session to see if Jonathan could process and understand the lesson.' This method not only fosters trust but also allows team members to learn and grow through introspection and personal initiative.

Embrace Eccentricity for High Performance

Bill Campbell appreciated team members who were outspoken and not afraid to challenge the status quo. These 'difficult' individuals often possess the courage and drive needed to propel a team forward. Bill’s tolerance and even encouragement of such characters illustrate the value of embracing unique, and sometimes abrasive, personalities to form a high-functioning team. 'It’s not what you used to do, it’s not what you think, it’s what you do every day.' This approach encourages a culture of consistent performance and accountability.

Your title makes you a manager; your people make you a leader.

The top priority of any manager is the well-being and success of her people.

You have to think about how you’re going to run a meeting, how you’re going to run an operations review.

I want someone I can learn from, and someone to break ties.

When you are a manager trying to move your team toward making a decision, the room will be rife with opinions. Bill always counseled us to try to cut through those opinions and get to the heart of the matter.

Money isn’t always about the money. It’s a signaling device for recognition, respect, and status, and it ties people strongly to the goals of the company.

Commitment and Integrity in Success

Bill Campbell's approach emphasized that success isn't just about winning but 'winning right' with integrity, commitment, and teamwork. He believed in prioritizing ethical behavior and dedicating full attention to whatever task was at hand. 'There was nothing cooler than knowing that for that hour at practice, we were the most important thing to him.' This notion extends to his business coaching, where he dealt with high-ranking executives and middle school children alike with the same level of dedication and honesty.

The Importance of Genuine Connection

True leadership involves caring about the whole person, not just their professional contributions. 'He treated everyone with respect, he learned their names, he gave them a warm greeting.' By remembering details about his coworkers' families and lives, Bill created a supportive and loyal environment. This approach wasn't about surface-level interactions but genuine, heartfelt engagement with people's personal lives.

Building Trust through Compassion

Trust is cultivated through genuine compassion. 'Trust is the foundation of any high-performing team, built not just on competence but on compassion and understanding.' Watkins emphasizes that understanding and addressing the emotional states of team members boosts organizational effectiveness. Leaders who show empathy create a more cohesive and cooperative work environment.

The Role of Visionary Founders

Bill Campbell believed in the critical role that founders play in maintaining a company's vision and soul. 'When we reduce company leadership to its operational essence, we negate another very important component: vision.' His experience at companies like Apple, Intuit, and Google underscored his belief that founders, despite their limitations, offer unique value through their passion and vision for the company.

Embrace Diversity in Connections

Build and foster relationships with people from various stages of your life and different walks of life. Engage in communities not just for professional networking but for genuine, mutual support.

Focus on Team Coaching

Instead of seeing management as a task of directing or controlling, adopt a coaching mindset. Engage with your team members regularly, help them resolve conflicts, and facilitate their professional growth.

Create Safe Spaces for Discussion

Encourage open dialogue by establishing regular check-ins and forums where team members can express their ideas and concerns without fear of negative repercussions.

Engage Founders Meaningfully

Ensure founders stay engaged in a meaningful way regardless of their operating role. Founders offer invaluable passion and vision, which are essential for a company's long-term success.

Practice Active Listening

Focus on the speaker, avoid interrupting, and provide feedback that shows understanding. This can be done by summarizing back what you’ve heard and asking clarifying questions to deepen comprehension.

I only have one question: Are you coachable?

He would always convey boldness to me. It would always give me such a boost.

Bill was always 100 percent honest (he told the truth) and candid (he wasn’t afraid to offer a harsh opinion).

Effective leaders strike the right balance between doing (making things happen) and being (observing and reflecting).

There was nothing cooler than knowing that for that hour at practice, we were the most important thing to him.

To be a good manager, you have to think about how you’re going to run a meeting, how you’re going to run an operations review... Management excellence leads to leadership.

Trust means you keep your word... and it means ability, the trust that you actually had the talent, skills, power, and diligence to accomplish what you promised.

If you have the right conversation, Bill counseled, then eight out of ten times people will reach the best conclusion on their own.

Compensation isn’t just about the economic value of the money; it’s about the emotional value.

Bill made it okay to bring love to the workplace. He created a culture...of ‘companionate’ love: feelings of affection, compassion, caring, and tenderness for others.

When we reduce company leadership to its operational essence, we negate another very important component: vision.

Mentorship and coaching are intensely personal.

People are the foundation of any company’s success. The primary job of each manager is to help people be more effective in their job and to grow and develop.

Managers create this environment through support, respect, and trust.

Smart alecks are not coachable.

Leaders lead, you can’t afford to doubt. You need to commit. You can make mistakes, but you can’t have one foot in and one foot out, because if you aren’t fully committed then the people around you won’t be, either.

Listening is not just hearing. It’s about fully engaging with what your team members are saying, both verbally and non-verbally, to foster trust and effective collaboration.

Trust is the foundation of any high-performing team, built not just on competence but on compassion and understanding.

Conflict, if addressed correctly, can be a catalyst for team growth and innovation rather than a source of division.

IT’S THE PEOPLE. People are the foundation of any company’s success.

Use meetings to get everyone on the same page, get to the right debate, and make decisions.

Be relentlessly honest and candid, couple negative feedback with caring.

People are naturally afraid of taking risks for fear of failure. It’s the manager’s job to push them past their reticence.

Bill’s attitude, naturally, was all about the team, saying that it succeeded 'because the players worked together and had senior leadership.

I just think I wasn’t hard-edged enough.

Winning depends on having the best team, and the best teams include more women.

Trust means you keep your word. If you told Bill you were going to do something, you did it.

Don’t tell people what to do, tell them stories about why they are doing it.

To overcome these barriers and succeed in joining a new company, you should focus on four pillars of effective onboarding: business orientation, stakeholder connection, alignment of expectations, and cultural adaptation.

To be a great manager, you have to be a great coach. After all, the higher you climb, the more your success depends on making other people successful.

Bill, your title makes you a manager; your people make you a leader.

Bill Campbell was one of the people most integral to Google’s success. Without him, the company would not be where it is today.

It’s not what you used to do, it’s not what you think, it’s what you do every day.

You can always find a woman for a job, it may just take a little longer.

Your title makes you a manager. Your people make you a leader.

Your title makes you a manager; your people make you a leader.

The top priority of any manager is the well-being and success of her people.

You have to think about how you’re going to run a meeting, how you’re going to run an operations review.

I want someone I can learn from, and someone to break ties.

When you are a manager trying to move your team toward making a decision, the room will be rife with opinions. Bill always counseled us to try to cut through those opinions and get to the heart of the matter.

Money isn’t always about the money. It’s a signaling device for recognition, respect, and status, and it ties people strongly to the goals of the company.

I only have one question: Are you coachable?

He would always convey boldness to me. It would always give me such a boost.

Bill was always 100 percent honest (he told the truth) and candid (he wasn’t afraid to offer a harsh opinion).