한중일 출신이 구글에서 더 올라가지 못하는 3가지 이유

Brief Summary

This video features a discussion on organizational culture, talent management, and the challenges faced by Asians in Silicon Valley. It covers Google's acquisition and integration of DeepMind, strategies for communicating with acquired companies, and methods for managing highly talented individuals like those at Google. The conversation also explores cultural factors that may hinder the success of Asians in Silicon Valley, such as deference to authority, relationship-building approaches, and vulnerability. The speaker emphasizes the importance of dreaming big and fostering a positive organizational culture that encourages innovation and personal growth.

• Google successfully integrated DeepMind by allowing it to maintain its independence while contributing to Google's long-term vision.
• Effective communication and shared goals are crucial when managing acquired companies to prevent internal conflicts.
• Google accommodates genius-level employees by creating career tracks that allow them to focus on their work without the burden of management responsibilities.
• Cultural factors such as deference to authority, differences in relationship-building, and a reluctance to show vulnerability can hinder the success of Asians in Silicon Valley.
• Dreaming big and fostering a positive organizational culture are essential for driving innovation and creating a better future.

구글과 딥마인드가 성공적으로 결합된 이유

The speaker discusses Google's acquisition of DeepMind, a UK-based AI company with about 60 employees, for over 1 trillion won. The acquisition was significant not only for its financial value but also for its impact on Google's culture. DeepMind's AI capabilities, demonstrated through achievements like AlphaGo, impressed Google's existing talent and paved the way for new innovations beyond traditional search and advertising. The integration allowed Google to challenge itself with new opportunities and experience the impact of new talent on the organization.

인수한 회사와는 어떻게 커뮤니케이션 해야 되나?

Communication is crucial when managing acquired companies. Even if companies like Waymo don't use OKRs (Objectives and Key Results), they still share a common goal. This shared objective gives the team a mission and reduces internal conflicts. By instilling awareness that everyone is working towards the same goal, the chances of cannibalism or destructive competition are minimized.

구글은 천재개발자를 어떻게 관리할까?

Google manages its genius developers by creating career tracks that don't require them to manage organizations, allowing them to focus on their work. For example, Jeff Dean, a legendary engineer at Google, was not a manager until recently. Google recognizes that the value these individuals bring to the company is greater when they are allowed to work independently. This approach is similar to how media organizations retain great reporters by not forcing them into management roles.

왜 아시아인이 실리콘밸리에서 성공하기 힘들까?

Asians may face challenges in Silicon Valley due to cultural factors. Research indicates three main reasons: deference to authority, relationship-building approaches, and vulnerability. Asians often prioritize being seen as successful in the eyes of others, leading them to defer to authority and avoid taking risks. Additionally, Westerners may perceive Asians as less warm and more cold, making it harder to form relationships. Finally, the Asian culture of "face" can make it difficult to show vulnerability, which is essential for building trust and connection.

우리나라의 긍정적인 조직문화를 위한 한마디

The speaker emphasizes the importance of dreaming big and fostering a positive organizational culture in Korea. While Korea has the technology and intellectual ability to succeed, it needs to encourage its youth and startup CEOs to dream more. The resources needed to achieve these dreams, such as AI APIs, funding, and talent, are readily available. By creating an environment where organizational leaders and members can dream big, Korea can foster innovation and create a better future.