“Although people are always looking for the next new thing in leadership,” he said, “Google’s data suggest that not much has changed in terms of what makes for an effective leader.” Whether Google’s eight rules will still apply as the company evolves is anyone’s guess. They certainly aren’t chiseled in stone. Mr. Bock’s group is continuing to test them for effectiveness, watching for results from all the training the company is doing to reinforce the behaviors.

Question asks for how to attract fresh graduates, but we believe that not only should new talent be attracted, but also experienced workers who may have different perspectives and ideas to contribute:

To attract new candidates: 1. Balance between business and pleasure activities – improve work life- balance
Google should be careful in balancing business with pleasure activities, although providing to employees, for example, to engineers may draw talent and encourage innovation, Google should not deviate from its core business strategy. This will directly affect revenue. With a fast paced working environment and constant changes Google should be wary of risk to the brand.

2. Clearer progression paths
- Renee: - cos now it's like very hard to get promoted alot of people say because you only get promoted and noticed if you are part of a launch of a new project
- because alot of them don't see opportunities for growth and that's why there's a large number of people who leave and enter every

Lenovo very methodically provides accelerated development opportunities for its employees. Mary Eckenrod, the head of talent management, has conducted extensive research into how leaders learn and the potential career stages at technology-based organizations in emerging markets. She has worked with Lenovo’s top team to construct career maps and pipelines for every member of the company’s pool of high