What Google’s research on top managers reveals

Revisiting Project Oxygen: What Makes a Great Manager and How Coaching Transforms Leadership

Let’s revisit one of the most insightful studies on management in recent years – Project Oxygen by Google. Aimed at understanding what truly makes a manager effective, this research showed that great managers don’t just manage – they coach, inspire, and support their teams.

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Author: Tristan de Terves, founder of TDT Caoching

The world of work has changed dramatically in the past decade. Employees today value flexibility, purpose, and a culture of belonging. They want to feel valued as individuals, not just as contributors to the bottom line. This shift has made “soft skills” in management – like empathy, empowerment, and clear communication – more important than ever. So, what did Google discover about these qualities? At the top of the list was the importance of managers as coaches. And as a coach myself, I see these principles reflected every day in my work with leaders and their teams.

Here’s a look at the qualities Google found essential in great managers – and how you can apply these in your own leadership approach to build trust, improve performance, and create an environment that fosters real growth.

1. Coaching over Control

A successful leader coaches, guiding their team toward goals rather than dictating each step. This approach fosters independence and confidence, enabling team members to grow professionally. Project Oxygen revealed that managers who focused on coaching, rather than micromanaging, inspired more loyalty and engagement.

In my coaching practice, I work with leaders to cultivate this skill. It’s a shift that involves seeing team members as partners in achieving results. By empowering rather than controlling, leaders foster trust and unlock greater creativity and accountability.

2. Empower Autonomy and Build Trust

Trust is essential in any high-functioning team. Google found that managers who empowered their teams to take ownership of their work saw better results. This trust doesn’t just benefit productivity – it builds resilience and commitment, creating an environment where individuals feel safe to explore new ideas and take calculated risks.

I often remind the leaders I coach that empowering their team is more than just handing over responsibility; it’s giving people the confidence to excel on their own terms. In practical terms, this can mean encouraging team members to set their own goals and to find innovative ways to achieve them.

3. Show Genuine Interest in Well-being

Good managers understand that work isn’t just about results; it’s also about people. Showing genuine concern for a team member’s well-being helps build a culture where people feel supported as individuals, not just as employees. Project Oxygen highlighted this as a cornerstone of effective management.

This human-centered approach aligns closely with coaching – I encourage the leaders I work with to prioritize regular check-ins, focusing not just on tasks but on the personal and professional well-being of their team members. Knowing their strengths, personal goals, and challenges allows managers to provide better support and build stronger connections.

4. Communicate with Purpose and Listen Actively

Active listening is a critical skill for any manager. Google’s findings showed that good communication is about more than clear instruction; it’s about truly listening and making team members feel heard. By taking the time to understand the needs, ideas, and concerns of their teams, managers can build rapport and trust that goes beyond workplace obligations.

In my coaching, I encourage leaders to develop a communication style that is both open and empathetic. Whether it’s through regular one-on-ones or more casual check-ins, creating a space where team members feel safe to share ideas leads to a more engaged, collaborative, and loyal team.

5. Provide Constructive Feedback and Support Growth

Feedback isn’t just about correction – it’s an opportunity for growth. Google’s research highlighted the importance of balanced feedback that recognizes accomplishments and offers actionable guidance on areas for improvement. For leaders, this means providing feedback that’s focused on behavior and results, not personality, and ensuring it’s relevant and constructive.

Coaching skills are vital here. In my work, I help leaders become adept at giving feedback that motivates and inspires improvement. When managers focus on continuous learning and development, they can help their team members reach their full potential – and contribute more meaningfully to the organization’s success.

6. Set a Clear Vision and Inspire Alignment

A shared vision is essential for cohesion. Google found that managers who communicate a clear strategy and purpose are more successful in engaging their teams. Vision gives team members a sense of purpose and direction, creating motivation and commitment.

I work with leaders to help them clarify and communicate their vision, ensuring that it’s actionable and meaningful to their team. In practice, this might mean collaborating on a roadmap, defining success metrics, or simply sharing the “why” behind tasks. When leaders connect day-to-day work to larger goals, team members are more inspired and committed to the journey.

7. Encourage Creativity and Innovation

While technical skills ranked last on Google’s list, creativity and innovation emerged as vital qualities in an empowering manager. Google’s concept of “20% time,” where employees dedicate a portion of their schedule to passion projects, helped spark some of its most popular products, including Gmail. The takeaway? When managers create space for new ideas, they open the door to breakthroughs.

I often advise leaders to find ways to encourage innovative thinking within their teams. This might not look like 20% time, but it could mean setting aside regular brainstorming sessions, giving employees autonomy in project choices, or recognizing creative efforts. This freedom encourages people to bring their best ideas forward and can lead to exceptional outcomes.

8. The Coach’s Mindset for Modern Leaders

At its core, Project Oxygen showed that management today is about more than just overseeing tasks. It’s about coaching people to be the best versions of themselves. A great manager doesn’t just drive productivity; they foster a culture of learning, connection, and mutual respect. And this is exactly the focus of my work with leaders: helping them to coach, not control, and to unlock the potential within their teams.

Bringing Project Oxygen to Life in Your Organization

Project Oxygen offers powerful insights that can apply across industries. If you’re looking to cultivate leadership that empowers, motivates, and elevates your team, integrating a coaching mindset is key.

Book a discovery call with me to explore how coaching can transform your team’s performance and create a workplace culture that aligns with today’s values and aspirations.

More info about my coaching practice here.