Learn how to implement psychological safety within organizations by creating the right conditions for feedback and support, identifying cultural liabilities, and changing norms. Understand the concept of what you tolerate, you normalize and the importance of holding people accountable. Explore the process of unlearning and the challenges it brings. Discover how to create psychological safety through rewarding vulnerability and building trust.
Setting clear expectations and holding team members accountable is crucial for creating psychological safety within organizations.
Leaders should prioritize asking questions and practicing inquiry to foster an environment of collaboration and innovation.
Embracing continuous learning by unlearning biases and sharing the process with others creates a culture of growth and improvement.
Deep dives
Moving from Theory to Practice with Psychological Safety
The podcast episode focuses on the practical implementation of psychological safety in organizations. The hosts emphasize the importance of turning theories into actionable strategies. They discuss the process of defining psychological safety to the team, including its definition and what it is not. They stress the need for setting clear expectations and clear terms of engagement within teams. Enforcing those expectations and holding team members accountable is crucial. The hosts also emphasize the importance of leaders modeling the expected behavior and living up to the agreed-upon norms. Lastly, they discuss the significance of rewarding the vulnerability of others and creating a culture that encourages it.
Asking Twice as Much as You Tell
The hosts discuss the importance of asking questions and practicing inquiry rather than advocacy. They highlight the need for leaders to ask twice as many questions as they provide answers. By doing so, leaders create an environment where diverse perspectives and opinions are valued. This approach promotes better collaboration and helps teams to come up with more innovative and effective solutions. The hosts encourage individuals to reflect on their inquiry-to-advocacy ratio and consciously strive to ask more questions and listen attentively to others.
Identifying and Sharing Unlearning
The episode explores the significance of identifying and sharing what we have unlearned. The hosts discuss the importance of challenging assumptions, being open to new perspectives, and changing our minds when necessary. They emphasize the need for moral courage to reconsider our beliefs and admit when we are wrong. By unlearning and sharing this process with others, we create a culture of growth and continuous learning. The hosts encourage individuals to reflect on their own biases and be open to unlearning and embracing new ideas.
Letting People Do It Their Way
The hosts highlight the importance of giving autonomy to individuals and letting them do their best work. They discuss how providing opportunities for autonomy can lead to better outcomes and higher engagement. The episode presents examples such as the skunk works project at Lockheed Martin and Google's 20% time, which enabled individuals to work on their own projects. The hosts stress that autonomy carries some risk, but trusting and empowering individuals to do their best can lead to exceptional results.
The LIVE Model for Rewarding Vulnerability
The podcast episode introduces the LIVE model as a practical tool for rewarding vulnerability. The hosts explain each step of the model: Look, Identify, Validate, and Encourage. They emphasize the importance of actively looking for acts of vulnerability in interpersonal interactions. They discuss the significance of identifying and validating these acts, making individuals feel seen and heard. Lastly, the hosts stress the need to encourage vulnerability by letting individuals know their vulnerability is valued and appreciated. They highlight the positive impact this model can have on trust, collaboration, and the overall culture of psychological safety.
Here at LeaderFactor, we're all about helping our clients take the theories behind psychological safety and culture and turn them into actual practice inside their organizations. Our goal is to make our content and frameworks as actual as possible, and that's what this episode is all about. We've taken some recent favorite practical moments from Tim and Junior and compiled them together. We'll have three segments from a few different episodes, each ranging from 10-15 minutes.
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