Casual Conversation
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Casual Conversation
Creating Thriving Teams: The Power of Psychological Safety
Unlock the secrets to building high-performing teams with the transformative power of psychological safety. What if fostering an environment where your team feels safe to express ideas, ask questions, and admit mistakes could be the key to exceptional performance? Join Colin Bolton, founder of Goal Achievement Coaching, as he unpacks this vital concept, sharing groundbreaking insights from Amy Edmondson's research and Google's Project Aristotle. Learn how psychological safety is the cornerstone of innovation, effective collaboration, and personal growth.
Tune in as we offer practical steps to nurture this empowering environment, from encouraging open communication to leaders showing vulnerability and creating inclusive practices. Discover how treating psychological safety as an ongoing journey can lead to a thriving, resilient team built on trust and mutual respect. We also address common challenges like cultural barriers and fear of repercussions, providing strategies to overcome these hurdles. Ready to reshape your team dynamics and drive both personal and collective growth? This episode promises to inspire and equip you with the tools you need.
Hello and welcome back to Casual Conversations where we dive into the topics that shape our work and lives.
Speaker 1:I'm Colin Bolton, founder of Goal Achievement Coaching, and today we're talking about a concept that's crucial for anyone looking to build a high-performing team psychological safety.
Speaker 1:Psychological safety is the secret source that can transform a group of individuals into a cohesive, innovative and resilient team. So grab a coffee, sit back and let's chat about how to cultivate this essential element in your team. Have you ever been in a meeting where you wanted to share an idea but hesitated because you feared being judged or ignored? Or maybe you've seen a colleague hold back, not contributing what could have been a game-changing perspective? This is where psychological safety comes into play. First, let's break down what psychological safety is In simple terms. It's the belief that you won't be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. For speaking up with ideas, questions, concerns or mistakes. It's about creating an environment where team members feel safe to take risks and be vulnerable in front of each other. Amy Edmondson, a professor at Harvard Business School, coined the term and highlighted its importance in fostering innovation, collaboration and interpersonal risk-taking. In other words, it's an environment where team members feel comfortable speaking up, asking questions and making mistakes without fear of humiliation or punishment. Imagine a workplace where everyone is afraid to speak up, ideas get stifled, innovation stalls and people feel disconnected. On the other hand, when psychological safety is present, team members are more likely to share their unique perspectives, leading to diverse ideas and creative solutions unique perspectives leading to diverse ideas and creative solutions. Studies have shown that teams with high psychological safety are more effective, innovative and adaptable to change. They have better problem-solving abilities and can handle conflict constructively. In short, psychological safety is a key driver of team performance and success. Think about it In a world where innovation and agility are key, the ability to share ideas and take risks is vital. Teams that foster psychological safety encourage openness. Teams that foster psychological safety encourage openness, trust and mutual respect, laying the groundwork for creativity and collaboration.
Speaker 1:Let's now look at why psychological safety matters and why it is important for high-performing teams. Research shows that teams with high levels of psychological safety outperform those without it. When team members feel safe, there are a number of benefits for the team One they are more likely to innovate. New ideas often come from trial and error. When people aren't afraid to fail, they're more likely to experiment and come up with innovative solutions. Two teams with psychological safety collaborate better and have more effective communication. When everyone feels heard, collaboration becomes more seamless and diverse perspectives lead to better decision making. And three psychological safety and teams that have it and exhibit it feel safe to learn and grow. Mistakes become learning opportunities rather than setbacks. In a psychologically safe environment, team members can give and receive constructive feedback, fostering personal and professional growth. Some research that comes from Google's Project Aristotle studied hundreds of teams to figure out what makes the best ones tick. They found that psychological safety was the number one predictor of team success. Teams with this quality were more effective and had higher job satisfaction.
Speaker 1:Now that we know why psychological safety matters, let's explore how we can create psychological safety within our teams. Here are some practical steps to get started 1. Encourage open communication. Foster an environment where everyone feels comfortable expressing their thoughts and ideas. Encourage questions and curiosity and make it clear that all voices are valued. 2. Show vulnerability as a leader. As a leader, set the tone by being open about your own mistakes and uncertainties. This demonstrates that it's okay to be human and encourages others to do the same. Three respond positively to feedback. When team members share feedback or ideas, respond with appreciation and curiosity rather than defensiveness. This helps create a culture where feedback is seen as an opportunity for growth. Four create inclusive practices. Make sure meetings and decision-making processes are inclusive, give everyone a chance to contribute and make it clear that diverse perspectives are not only welcome but essential. And lastly, number five, foster mutual respect. Build a foundation of trust and respect within the team, encourage empathy and understanding, and address any disrespectful Behavior promptly.
Speaker 1:Building psychological safety Isn't always easy. It requires consistent effort and a willingness to address Challenges head on. Some common obstacles include cultural barriers. Different cultural backgrounds can affect how people communicate and perceive psychological safety. Be mindful of these differences and strive for cultural competence. Fear of repercussions Employees might fear negative consequences for speaking up. Address this by ensuring that there are no negative repercussions for honest feedback.
Speaker 1:Resistance to change Some team members may be resistant to changing established norms. Overcome this by demonstrating the benefits of psychological safety through small wins and success stories. Psychological safety through small wins and success stories. Let's now take a look at some real-life examples of companies that have successfully built psychological safety. Google, known for its innovative culture, google conducted a study called Project Aristotle that I mentioned earlier, which found that psychological safety was the most important factor in team success. Pixar, the animation giant, fosters psychological safety through regular brain trust meetings, where filmmakers receive candid feedback in a supportive environment Etsy feedback in a supportive environment Etsy Etsy encourages psychological safety by promoting a culture of learning from failure and celebrating diverse perspectives.
Speaker 1:In today's rapidly changing world, the ability to foster psychological safety can set your team apart. By creating an environment where everyone feels valued and safe to contribute, you're not only building a high-performing team, but also a thriving community. Remember, building psychological safety is a journey, not a one-time effort. It's a foundational element for any high-performing team. By fostering an environment where team members feel safe to express themselves, we're not just improving performance, we're also building a culture of trust, innovation and resilience. Well, folks, that's all for today's episode of Casual Conversations. I hope you found these insights helpful and that you're inspired to take action in your own team. If you enjoyed this episode, please subscribe, share and leave us a review. Until next time, keep the conversation casual and the impact profound.
