Tim and Junior discuss the misconceptions and importance of psychological safety in the workplace. They debunk the idea that excessive psychological safety leads to a lack of accountability. They emphasize the leader's role in defining operational limits and creating a safe environment for employees to contribute. The speakers challenge the notion that accountability always comes with fear and share personal experiences. They highlight the importance of context, risks, and innovation, emphasizing the need for continual incremental improvement while still adhering to protocols. Ultimately, they explore the concept of striking a balance between psychological safety and accountability.

Tips for challenging the status quo include being transparent about risks, building credibility, knowing your boss, framing dissent as exploration, and using data for support. Emphasizing the importance of maintaining intellectual friction while minimizing social friction, the podcast explores the emotional nuances of curiosity and contradiction. It also highlights the significance of aligning requests with evidence and nurturing analytical thinking for effective change management.

Tim and Junior discuss how to challenge the status quo in organizations, offering tips like anticipating opportunities, asking for permission, starting with inquiry, and modeling emotional intelligence. They highlight the importance of effective communication, emotional intelligence, and understanding the past when challenging entrenched paradigms.

Original Air Date: November 21, 2022The culture dilemma (00:45). Many organizations tell us that they want to improve their culture, but often don’t know where to start. What does an unhealthy culture look like? What symptoms need to be identified and treated?The definition of culture (02:30). Culture is the way we interact. It exists anywhere where there are humans. Parts of it are visible, while other parts of culture, not so much.  How does culture work? (16:00) You don’t fix a culture at the top of an organization, but you can influence it at the team level. Teams need to improve their interactions by modeling and rewarding the vulnerabilities of their colleagues. What’s the solution? (31:00) If you want good culture, you need high levels of psychological safety. Psychological safety solves for culture at the level of interaction. Building great culture is a process (50:00). Just like fostering trust takes a certain level of consistency over time, psychological safety is delicate and dynamic. It requires consistent effort and deliberate action in order to build and maintain.The Complete Guide to Psychological SafetyThe Ladder of VulnerabilityThe 4 Stages Behavior Guide

Tim and Junior discuss how high-performing teams are formed and maintained. They focus on the core four patterns of high-performing teams: connecting, improving skills, transparency and autonomy, and continuous innovation. They emphasize the benefits of improving team performance, the importance of team connection, and continuous learning. They also discuss the correlation between team longevity and improved performance, the importance of dependability and continuous improvement, and assessing team performance.

In this year in review episode, the hosts of Culture by Design interview members of the LeaderFactor team. They discuss the growing interest in psychological safety, practical strategies for implementation, and the experiences of individual contributors. They also explore the importance of measuring psychological safety, tracking progress over time, and making consistent efforts for cultural transformation.

Explore the significance of alignment in teams and organizations, the high cost of misalignment, and the 5 Alignment Questions framework to drive shared understanding and commitment. Learn how dialogue fosters alignment, the importance of continuous intervention, and the risks of assuming alignment without verification.

The podcast discusses the importance of accountability and critical thinking in leadership. It explains that accountability involves taking ownership and being proactive, while critical thinking involves evaluating information objectively. The podcast emphasizes the interrelationship between accountability and critical thinking. It also explains how leaders must model these skills before expecting them from others. The importance of transferring accountability and ownership in leadership roles is highlighted, along with the significance of problem-solving and participation for leaders and their teams.

Learn how to develop emotional intelligence through practice and experience. EQ is a learnable skill that can be improved over time. Willingness, self-awareness, motivation, and behavior change are key factors. Improving EQ requires continuous self-monitoring, gathering feedback, and making incremental improvements. The podcast explores the importance of influential interactions and self-discovery in enhancing emotional intelligence.

The podcast explores the causal relationship between emotional intelligence and psychological safety, emphasizing the importance of assessing emotional intelligence. They define EQ as the ability to interact effectively with others, and discuss how psychological safety rewards vulnerability. The podcast also highlights the impact of EQ on team dynamics and behavior, and explains how individual habits of emotional intelligence shape team culture. The hosts conclude by discussing the upcoming launch of a self-assessment tool.