There’s a power dynamic in every room. If you’re the CEO and you’re in the room, you control that dynamic. Positional power is consolidated in your hands, and what you say and do can draw people out or make them recoil with anxiety and fear. In this weeks episode Tim and Junior discuss 10 ways CEO's can create higher levels of psychological safety in the room.
(11:48) Hierarchies often create inequality and that inequality can foster some of those negative outcomes. Leaders should strive for cultural flatness. Cultural flatness is a condition or an environment where people as they're interacting they become agnostic to title and position and authority and therefore they're able to debate issues on their merits. The best ideas in the room win rather than the hierarchies in the room.
(21:58) As the CEO you can re-distribute the power dynamic in the room. Two concrete examples are 1) by delegating the conducting of the meeting and 2) by not sitting at the head of the table. You've got to disrupt the power dynamic by avoiding the head of the table and sitting next to someone different.
(35:35) Rewarding challenges to the status will bring more psychological safety to the room. The premise of this recommendation to stimulate inquiry before advocacy. It's not enough to ask for feedback you have to respond positively to feedback and buffer strong personalities to encourage everyone's participation.
Important Links:
HBR - How a CEO Can Create Psychological Safety in the Room
The 4 Stages of Psychological Safety Behavioral Guide
Why Some Leaders are Afraid of Psychological Safety
