A fearless culture how psyhological safety promotes innovation webinar- january 24, 2019
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The document discusses the importance of psychological safety in organizations and how it fosters a fearless culture that enhances innovation and employee engagement. It highlights the prevalence of silence in workplaces, where fear prevents employees from voicing their concerns, and offers strategies to build a supportive environment. Key recommendations include trust-building, creating safe spaces for open discussion, and addressing emotional culture to promote effective communication and collaboration.
A fearless culture how psyhological safety promotes innovation webinar- january 24, 2019
- 1. A Fearless Culture: How Psychological Safety Promotes Innovation Gustavo Razzetti – Chicago, January 24, 2019
- 2. Organizations are full of warning lights.
- 3. We help organizations drive positive change 3 Gustavo Razzetti CEO & Change Instigator
- 4. W e h e l p l e a d e r s a n d t e a m s b e c o m e t h e b e s t v e r s i o n o f t h e m s e l v e s : CHANGE LEADERSHIP WORKSHOPS TEAM OFFSITE BUILD A FEARLESS CULTURE
- 6. What I Will Cover Why fear doesn’t motivates people Move from Fear to Fearlessness Psychological Safety fundamentals How to develop a Fearlessness Culture Discussion and Q&A
- 7. We Liberate the ’Change Gene’ With in People @gusrazzetti Positive Change Framework
- 8. Fear drives silence Only 3 in 10 employees strongly agree that their opinions count at work. Source: 2017 Gallup survey
- 9. W e H a v e a S i l e n c e P r o b l e m 8 5 % o f p e o p l e f e l t u n a b l e t o r a i s e a c o n c e r n w i t h t h e i r b o s s e s ( a t l e a s t o n c e ) — e v e n t h o u g h i t w a s a n i m p o r t a n t i s s u e S o u r c e : S t u d y o f e m p l o y e e s i l e n c e , M i l l i k e n & M o r r i s o n
- 10. E v e r y e m p l o y e e i s a s e n s o r .
- 11. Quick Question: When was the last time you didn’t speak up at work? Why?
- 12. W e H a v e a S i l e n c e P r o b l e m “ T h e b y s t a n d e r e f f e c t ”
- 13. F e a r I s N o t A n E f f e c t i v e M o t i v a t o r
- 15. A Fearless Culture I t ’ s n o t t h e a b s e n c e o f f e a r b u t c o n f r o n t i n g o u r e m o t i o n s . P e o p l e f e e l s a f e t o s p e a k u p . I t ’ s g o o d f o r b o t h e m p l o y e e s a n d t h e o r g a n i z a t i o n — i t d r i v e s i n n o v a t i o n & g r o w t h .
- 16. G o o g l e – P r o j e c t A r i s t o t l e : h o w c a n w e b u i l d t h e p e r f e c t t e a m ? • The best talent working together? • A mix of specific personality types or skills or backgrounds ? • Gender & ethnicity balance? • Consensus versus disagreement?
- 17. Psychological Safety The belief that your culture or team are safe for interpersonal risk-taking.
- 18. "We are almost hardwired to be worried about the impression we make on others.” —Amy Edmondson, professor, Harvard Business School
- 19. When people feel safe, they speak up Sharing their opinions Expressing alternative points of view Challenging the status-quo or their bosses Asking for feedback Admitting a project is behind schedule Acknowledging not knowing something
- 20. What Psychological Safety is NOT A solution for all culture problems Immunity for misbehavior or underperformance Lack of accountability Being too nice Lowering the bar Another word for trust
- 21. P s y c h o l o g i c a l S a f e t y i s a c o l l e c t i v e o u t c o m e — i t ’ s e n a b l e d b y t h e w h o l e t e a m IndividualßàIndividual IndividualßàTeam TRUST PSYCHOLOGICAL SAFETY
- 23. Quick Question: How ‘safe’ is your organizational culture? What would you change?
- 24. C u l t u r e i s t h e b e h a v i o r w e r e w a r d a n d p u n i s h .
- 25. Safe = Don’t feel threatened ≠ Comfortable Creating a High-Trust, High-Performance Culture
- 26. T h e b e n e f i t s o f f e e l i n g s a f e Source: The Science of Creating High-Performing Teams, 2017
- 27. “In Google’s fast-paced, highly demanding environment, our success hinges on the ability to take risks and be vulnerable in front of peers.” –Paul Santagata, Head of Industry at Google
- 28. How to engage quiet people? In most collaborative teams, the bulk of the work comes from a minority of participants.
- 29. The No-interruption rule Take turns. Actively listen. Loud and senior people, speak last.
- 30. H o w t o M o v e f r o m F e a r t o F e a r l e s s 1. Trust people 2. Create a safe space 3. Address the emotional culture 4. Be explicit about mistakes 5. Be corageous
- 31. 1. Trust People Your team wants to do great work—give them autonomy.
- 32. 2. Create a Safe Space Make candor real: What’s working? What’s not working?
- 33. 3. Address the Emotional Culture What’s got your attention?
- 34. 4. Make Mistakes Explicit What’s your mistakes policy?
- 35. 5. Be Courageous Lead with Questions—embrace vulnerability.
- 36. Encourage Autonomy No annual performance reviews—GE Self-selected Teams –Nomad 8 Teams establish own salaries—SEMCO Unlimited vacation—Netflix
- 37. How to Build a Fearless Culture • Let go of power and words • Start small & test different approaches • Lead by example • Under-promise and over-deliver • Measure Psychological Safety
- 38. Thank You! E v e r y p e r s o n i s a s e n s o r . F e a r l e s s C u l t u r e s a d d r e s s t e n s i o n s — p e o p l e a r e n o t a f r a i d o f s p e a k i n g u p . h t t p s : / / l i b e r a t i o n i s t . o r g
- 39. Need Help Building a Fearless Culture? R e a c h o u t : g u s t a v o @ l i b e r a t i o n i s t . o r g l i b e r a t i o n i s t . o r g / s u b s c r i b e