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Check-In Question:

Would there be more or fewer people leaving their jobs (divorces) if people could read each other's minds?

Big Ideas:

The importance of candor in organizations
How we do candor matters
The culture of candor matters - sometimes labeled a non-team player if point out mistakes
Safety as it relates to communication styles - direct/indirect
Our own relationship to threat and how it relates to psychological safety
Two people can be on the same team, and one can feel safe and another not
The company needs people to feel psychological safe
How we receive candor matters
The stories we create about our sense of safety, versus the reality of our safety
Our personal agency when it comes to being safe at work
Rules of engagement for our candor for both the giver and receiver
Scaffolding to our candor - meeting people where they are
Balance candor with empathy
Having the conflict about the issues, NOT the people
Bridge the connection and the work together
Not just what we do, but how we do it
Is how we treat each other more important than what we do?
Seeing our employees as not just rational beings, but emotional beings as well
It's not about balance, but counterbalance. Yes/And rather than Either/Or
Do our ideas about our company belong to us or our company?
Interplay between voice and silence within an organization
Silence as a sign of psychological safety - hearing people think in silence, space between contributions shows listening
Having a seat at the table doesn't mean having a voice
Collective intelligence - equal time of speaking is one of the factors
Increasing psychological safety also increases collective intelligence
Psychological safety as an outcome, there is no formula
Honoring people's voices without forcing their voices

Resources Mentioned:

'The Fearless Organization' by Amy Edmondson
'Principles' by Ray Dalio
Google's Project Aristotle

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