Inviting Feedback and Creating Psychological Safety
Jun 16, 2021
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Join Nick, an expert in team dynamics, Travis, a trust-building enthusiast, and Brandon, a feedback advocate as they tackle the crucial topic of psychological safety in teams. They debate the pitfalls of strong opinions and emphasize empathy, active listening, and vulnerability. Discover how to bootstrap trust in new environments, engage quieter team members, and recognize feedback as a powerful growth tool. Their insights provide a roadmap for fostering collaboration and innovation, making every voice in the room count.
Fostering psychological safety is crucial for team collaboration, allowing individuals to express thoughts without fear of repercussions.
Leaders should model vulnerability and encourage direct feedback to create an inclusive environment for diverse opinions.
Understanding power dynamics is essential to prevent the silencing of quieter team members and to promote balanced discussions.
Deep dives
The Importance of Psychological Safety
Creating a comfortable environment where team members feel safe to offer feedback is vital for fostering collaboration and innovation. Psychological safety allows individuals to speak their minds and challenge ideas without fear of repercussion, which is particularly important in tech-driven teams. Leaders must actively cultivate this environment, especially when dealing with assertive personalities that may inadvertently stifle open communication. By modeling vulnerability and encouraging direct feedback, team leaders can establish a culture where diverse opinions are welcomed.
Strong Opinions, Weakly Held: A Problematic Approach
The concept of 'strong opinions, weakly held' can often be used as a cover for inappropriate assertiveness, making it necessary for leaders to be cautious in its application. While having strong opinions can steer discussions, it's essential that leaders remain open to feedback and willing to adjust their views based on the contributions of their team. Overassertiveness can silence others who may feel less empowered to share their thoughts, especially in hierarchical settings. Therefore, rather than relying on this mantra, leaders should be more aware of how they present their views to avoid dominating conversations.
Recognizing Power Dynamics
Power dynamics in teams can often lead to unintentional silencing of certain voices, particularly those of individuals perceived as less authoritative or experienced. Certain team members may wield significant influence simply due to their long tenure, which can create a culture of intimidation for newer or quieter members. For example, a long-term developer's negative remarks about a coding language could discourage others from contributing their opinions, skewing the discussion. Acknowledging these dynamics and creating strategies to empower all voices is essential for a balanced and constructive team environment.
Probing for Feedback and Drawing Out Quiet Voices
To create an inclusive environment, leaders should actively solicit input from quieter team members who may not naturally express their thoughts in group discussions. Techniques such as direct questions during meetings can help illuminate valuable insights that might otherwise remain hidden. Additionally, setting up a culture where sharing varied perspectives is encouraged can help all team members feel more comfortable speaking up. This approach not only benefits the team's dynamic but can also lead to better decision-making by incorporating diverse viewpoints.
Building Trust Through Vulnerability
Trust is foundational to effective teamwork, and demonstrating vulnerability can be a powerful way to build it. Leaders must balance sharing their own challenges and weaknesses without overwhelming team members or undermining their own authority. By acknowledging mistakes and being open about personal experiences, managers can foster a culture of empathy and collaboration. This, in turn, encourages team members to feel safe when offering their own feedback and participating in difficult conversations, ultimately creating a healthier work environment.
Nick, Travis, and Brandon talk about how they increase psychological safety on teams to create space for a variety of voices, starting by debating the value of "strong opinions, weakly held". They explore the questions: How do you bootstrap trust and safety when joining a team? How can you make space for less vocal team members? What are things managers do that reduce trust within their teams? How can you encourage and receive important and valuable feedback?
Episode links:
Strong Opinions Loosely Held Might be the Worst Idea in Tech
