29 November 2023
Read Time:
15 May 2026
Team Development
Leadership and Management Development
What do an Ancient Greek philosopher and the greatest tech company in the world have in common?
Answer - they both knew that the whole is greater than the sum of its parts... although the tech company was over 2,000 years behind the philosopher!
In the world of tech giants and innovation, Google stands out as a company renowned for its commitment to data-driven decision-making. One of its most fascinating projects, "Project Aristotle," (following on from 'Project Oxygen' which focussed on great management) delved deeply into the intricate dynamics of teamwork within the company.
Project Aristotle was Google's multi-year study of 180+ teams, and it found that who is on a team matters less than how the team works together. Five factors set the best teams apart: psychological safety, dependability, structure and clarity, meaning, and impact, with psychological safety the most important by far
In this blog, we'll explore the origins, methodology, findings and lasting impact of Project Aristotle, and how you can measure these same factors in your own team.
The Genesis of Project Aristotle
Project Aristotle was launched by Google's People Operations (formerly known as HR) department in 2012. Google, like any large organisation, was eager to understand what makes some teams excel while others falter.
Despite having an array of talented individuals, the company found that high-performing teams were not just about having the smartest people in the room. The dynamics of teamwork and collaboration remained a mystery that Project Aristotle aimed to unravel.
The Methodology: Cracking the Teamwork Code
Project Aristotle began by studying hundreds of Google's teams over three years and collecting data on their composition, communication styles, and overall performance when reaching the high bar of excellence Google demands.
The research team conducted qualitative and quantitative surveys, interviewed team members and managers, and analysed existing data from performance reviews and their ability to meet goals, deadlines and objectives. It was an ambitious endeavour, and its findings were eagerly awaited not just within Google but in the broader fields of organisational psychology and team dynamics. (Google later published the research openly through its re:Work platform, which is why the study has travelled so far.)
The Surprising Findings
Project Aristotle's research yielded some unexpected results. Google found that it wasn't necessarily about having teams composed of the highest IQs or the most expert in their field. Instead, to their surprise, high-performing teams shared a common set of characteristics that alluded to a team climate rather than tangible attributes.
- Psychological Safety: The most crucial factor by far. Team members need to feel safe to take risks, share ideas and make mistakes without fear of judgement or retaliation. A culture of trust and mutual respect is the foundation of every high-performing team. The concept predates Google: it was first documented in 1954 by clinical psychologist Carl Rogers and given its modern meaning by Harvard professor Amy C. Edmondson, whose research on team learning made her the leading authority in the field. We explore it in depth in our blog on psychological safety, and it's the focus of our Psychological Safety, Trust and Healthy Conflict workshop
- Dependability: Teams that can rely on one another to meet commitments consistently perform better. Dependable teams don't just clear Google's high bar; they clear it together, with a supportive attitude towards colleagues and their needs as well as the outcomes
- Structure and Clarity: High-performing teams have clearly defined roles, goals and execution plans. Everyone understands their responsibilities and how they contribute to the larger objectives, with open conversations about where boundaries sit and how crossover is managed
- Meaning: The work has to be personally meaningful. People need to understand the purpose and impact of their work beyond financial gain, and that extends to how the team works together. If purpose is the gap in your team, our Igniting Team Purpose programme was built for exactly this
- Impact: Team members need to believe their work directly affects the success of the project or organisation. Feeling that their contributions matter, to each other and to the bigger picture, is a significant motivator.
How would your team score on these five factors?
Our Unify Team Assessment was built around this exact research. A 48-statement survey measures your team against the factors Project Aristotle identified, then turns the results into one clear, actionable report.
The Lasting Impact
Project Aristotle provided valuable insights into teamwork and led to a cultural shift within Google. The findings emphasised the importance of fostering a psychologically safe environment where team members felt comfortable expressing themselves and taking risks.
Google implemented changes based on these findings, including team-building programmes, training in emotional intelligence and the restructuring of teams to enhance psychological safety. The project served as a catalyst for organisations everywhere to rethink their approach to team dynamics, and its fingerprints are on almost every serious team development framework today, including the thinking behind Lencioni's Five Dysfunctions of a Team.
Frequently asked questions:
What was Google's Project Aristotle?
A research project launched by Google in 2012 to discover why some teams perform better than others, studying hundreds of teams over several years.
What were the five findings of Project Aristotle?
Psychological safety, dependability, structure and clarity, meaning, and impact, with psychological safety identified as the most important factor.
What is psychological safety?
The shared belief that a team is safe for interpersonal risk-taking: people can speak up, ask for help, challenge ideas and admit mistakes without fear of embarrassment or punishment.
How can I measure these factors in my own team?
Through a structured team assessment. The Unify Team Assessment measures your team against the factors identified by Project Aristotle, along with other frameworks and presents the results in a single facilitated report.
Conclusion: from Google's teams to yours
Google's Project Aristotle demonstrated that the secret to high-performing teams isn't expertise or IQ, it's primarily rooted in psychological safety and the ability to collaborate in an open and supportive environment. That's a finding you can act on, whatever your industry.
It's also the research our own work stands on. The Unify Team Assessment measures your team against these exact factors through an anonymous 48-statement survey, and our Psychological Safety, Trust and Healthy Conflict workshop and wider team development programmes turn the results into lasting change.
Curious how your team would score?
Book a no-obligation chat about the Unify Team Assessment, call us on 03456 185796, or email us and we'll come back within one business day.
Or, jump straight in and give it a go for free!
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