Project Aristotle: 10 Years on, What Can Leaders Learn

Project Aristotle was a research initiative by Google aimed at understanding what makes teams effective.

Julia Rozovsky led Google’s Project Aristotle, a research initiative that ran from 2012 to 2014. The project’s goal was to determine what makes teams effective. 

Rozovsky’s interest in how people work was sparked by her experiences in study groups at the Yale School of Management. 

The project studied 180 Google teams over two years, examining a wide array of variables such as team composition, communication styles, and leadership traits.

The project’s central finding was that the who (individual team members) mattered far less than the how (team dynamics).

Key Insights from Project Aristotle

The study identified five key dynamics that contribute to team effectiveness, listed in order of importance:

1. Psychological Safety: The most critical factor. Teams performed best when members felt safe to take risks, voice opinions, and admit mistakes without fear of embarrassment or punishment
2. Dependability: Team members reliably complete quality work on time
3. Structure and Clarity: Clear roles, plans, and goals are essential for team success
4. Meaning of Work: The work must be personally meaningful to team members
5. Impact of Work: Team members need to feel that their work matters and contributes to a greater purpose

Lessons on Psychological Safety for Leaders

Psychological safety emerged as the foundational element for team effectiveness. Here’s how leaders can foster this dynamic:

1. Encourage Open Communication

• Create an environment where team members feel comfortable sharing ideas or concerns
• Actively invite input during meetings and acknowledge contributions

2. Model Vulnerability

• Demonstrate that it’s okay to make mistakes by admitting your own missteps
• Encourage a culture where learning from failures is celebrated

3. Respond with Empathy

• Listen actively and validate others’ perspectives, even if you disagree
• Avoid blaming or punitive reactions to mistakes

4. Establish Team Norms

• Set explicit guidelines for respectful communication and collaborative problem-solving
• Use team-building exercises to strengthen trust among members

5. Provide Regular Feedback

• Offer constructive feedback focused on behaviours, not personal traits
• Celebrate successes and acknowledge individual contributions

6. Address Interpersonal Conflict

• Intervene early in conflicts to prevent escalation
• Use mediation techniques to ensure everyone’s voice is heard

7. Be a good human

• Care for others, and treat them the same way you want to be treated
• Be of high integrity by doing the right thing and doing what you say you will

By prioritising psychological safety, leaders can cultivate teams that are not only more productive but also more innovative, adaptable, and cohesive. This approach aligns closely with fostering empathetic leadership, particularly valuable when engaging diverse teams such as Gen Z staff.

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About Anton

Anton has dedicated his working life to helping leaders to upgrade their mindset, upskill their leadership, and uplift their teams! With a focus on helps leaders to better lead under pressure. Anton is an entrepreneur, speaker, consultant, bestselling author and founder of The Guinea Group. Over the past 19 years, Anton has worked with over 175+ global organisations, he has inspired workplace leadership, safety, and cultural change. He’s achieved this by combining his corporate expertise, education (Bachelor of HR and Psychology), and infectious energy levels.

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