In today's episode, we're kicking off a new four-part series on the Change Management Principle, Behave Until You Believe. These episodes are focused on the practical application of each of the four stages of psychological safety and focus on the key principles and behaviors that will help you foster an environment of high psychological safety. To kick off this series, Tim and Junior will talk about what it means to behave until you believe as a principle, then move into Stage 1, and behaviors and environments that foster inclusion safety, the difference between bonding and bridging, and give you specific, real ways to create an environment of inclusion.

The goal of transformation (03:36) If we aspire to transform ourselves and our organizations, we must be willing to change our behavior. Tim and Junior set the stage and explain why this cultural goal, as daunting as it is, is essential for organizational well-being and growth.

Why the traditional approach to transformation is broken (05:12) Tim and Junior present the traditional, linear approach to cultural transformation, which is achieved through three categories and five stages. Those stages are (1) awareness, (2) understanding, (3) appreciation, (4) belief, (5) behavior.

What does it mean to behave until you believe? (10:50) In order to achieve transformation both personally and professionally, you need awareness, but you should work on behavior simultaneously. As Richard Pascale once wrote: “People are more likely to act their way into a new way of thinking than think their way into a new way of acting.”

Increase inclusion through bridging, not just bonding (28:10) While it may be easier to bond with people who are similar to you, inclusion comes through bridging the gaps with people who aren't like you. Unless we close the distance, our relationships stay superficial and transactional. Tim and Junior share three ways to put this theory into practice.

Be the first mover and share your story (30:52) One of the best ways to close the gap between yourself and a colleague is to learn more about them, and one of the best ways to learn more about them is through asking them to share their story.

Ask twice as much as you tell (39:32) Each of us has a personal inquiry and advocacy ratio. Ask yourself: "Am I in inquiry mode right now, or am I in advocacy mode right now?"

Express gratitude and appreciation (44:30) Are you showing gratitude and appreciation not just for performance in a team setting, but for effort? And remember: Silent gratitude isn't much use to anyone.

Important Links
Psychological Safety Behavioral Guide