First up in my series of blog posts on psychological safety is the dimension of open conversations and dialogue.
Defined as:
‘the degree to which difficult and sensitive topics can be discussed openly’ –
open conversations help your team take advantage of opportunities. It gives you invaluable insights into each other and can help you move past challenges. Quality dialogue is necessary for the team to learn and stay engaged.
In contrast, if the quality of the conversation is low it can stop you from speaking up about risks or challenges. As an organization you might lose out on business-critical information and miss opportunities. One of the symptoms can be that your meetings are very short or often rescheduled.
“The quality of your conversations will determine the quality of your outcomes” – Amy C. Edmondson
Here are some tips for encouraging open conversations:
Share your learnings or take-aways from conversations
Ask twice as many questions as you tell. Replace “I think” statements with “what if” statements to invite voice and limit self-promotion
Make yourself available and listen with curiosity & empathy
What meetings do you reschedule regularly? What is causing that change and what is the impact on the team?
colleagues went the extra mile for each other, and
you capitalized on everyone’s differences?
Then you’ve probably experiences the potency of psychological safety.
Photo: Fabian Gieske
Defined by Amy C. Edmondson as “a belief that the context is safe for interpersonal risk-taking – that speaking up with ideas, questions, concerns, or mistakes will be welcomed and valued”, Psychological safety is a critical ingredient for groups to be engaged, to learn and to succeed.
Why psych. safety matters more than ever
Today the work many of us do is highly cognitive. It requires us to solve complex problems and find creative solutions to new challenges. Collaboration and the ability to get the best out of a diverse group is one of the biggest leadership challenges we face. In this uncertain and fast paced world, everyone’s voice could be business critical. Leaders who fail to create a climate where that voice can be raised freely, without fear of the consequences, risk missing out on opportunities and disengage the organization’s best people.
Employees who are not engaged or who are actively disengaged cost the world $7.8 trillion in lost productivity, according to Gallup’s State of the Global Workplace: 2022 Report. That’s equal to 11% of global GDP.
On this flipside companies that report high psychological safety experience:
76% more engagement
50% more productivity
74% less stress
57% workers more likely to collaborate
“No one comes up with a good idea when being chased by a tiger”
How to build Psychological Safety in teams?
Psychological Safety is gained over time through intentional actions. It is something that is built in drops but lost in buckets.
I work with vastly different teams who want to improve their collaboration – from leadership teams to startups and global HR teams. In my experience, teams can significantly improve their level of psychological safety in just a few months by making it a priority.
I’m certified in the Fearless Organization tool – a method for measuring and developing psychological safety, based on over 30 years of research.
The work I do with teams usually follows these 4 steps:
1. 1-1 meeting with the team leader
2. Team completes the online Fearless Organization Scan
3. Debrief workshop when we look at specific areas for improvement and develop an action plan. The team then works intentionally with the identified behaviors.
4. A follow up online scan after 2-4 months followed by a new workshop to discuss and learn. Regular measurement, support and dialog.
“Start with the common goal. Then make psychological safety a common project.” Amy C. Edmondson
In the coming weeks I’ll post about the 4 dimensionsof psychological safety, highlighted in the Fearless Organization book by Amy Edmondson, and tools to improve them:
Open Conversation
Attitude Towards Risk & Failure
Willingness to Help
Inclusion & Diversity
I hope you’ll join me in discussing ways we can build open, engaged and effective teams.
Vi drillas från barnsben till att åstadkomma, klättra, prestera och aldrig ge upp. Förmågor som kan ta oss långt. Men vad händer när prestationsbehovet börjar skada relationer, hälsan och på sikt resultaten? Kan vi förebygga stressrelaterad ohälsa genom att förändra våra prestationsmönster?
Coachen och ledarutvecklaren Emma Vallin berättar om sin egen resa från prestationsberoende marknadsdirektör genom ett experiment hon kallar sin Prestationsdetox, till att idag hjälpa individer och organisation utveckla hållbart ledarskap. Det serveras praktiska verktyg och en hel del igenkänning.
VEM ÄR DET FÖR?
Alla som är intresserade av självledarskap och personlig utveckling.
De som upplever ett prestationsbehov som påverkar hälsa, relationer eller gränsdragning.
Chefer och företagsledare som vill förstå och hjälpa sina högpresterande medarbetare att hålla i längden.
VAD DU FÅR MED DIG:
Kunskap om prestation och negativ stress
Möjlighet att reflektera kring dina egna prestationsmönster
Verktyg och tips för att du eller dina medarbetare ska prestera hållbart
Berättelsen om Emmas Prestationsdetox med risk för igenkänning och några skratt
VAD TIDIGARE DELTAGARE SÄGER:
’Alla borde se över sitt eget presterande och förhållningssätt till jobb och måsten i livet. Väldigt intressant! ’
’Emmas berättelse är personlig och berör. Den ger hög igenkänning och bjuder på skratt och intressanta reflektioner’
’En på samma gång sårbar och humoristisk föreläsning. Mycket tankeväckande och den gav mersmak.’
anmälan
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