Thursday, September 7, 2017
A recent Harvard Business Review article shares some research on how to engender psychological safety from a study on high-performing teams at Google:
1. Make friends with conflict as a collaborator, not an adversary. Ask yourself, what is trying to happen here vs. what is wrong.
2. Speak human to human. Meet each other as equals in your humanity regardless of title, class, gender, culture. Instead of thinking you are higher (better) or lower (worse) ask how is this person just like me?
3. Anticipate different perspectives. Focus on content not identity.
4. Replace judgment with curiosity. Go for understanding vs. being right.
5. Invite and give feedback. Illuminate blindspots productively. Capture lessons learned. Correct vs. punish.
6. Create team agreements on how you will handle conflict and mistakes.
Click here for the entire article "High Performing Teams Need Psychological Safety" by Laura Delizonna