High-performing teams need psychological safety, according to Harvard Business Review. Laura Delizona has suggested a series of things we can do immediately to increase the psychological safety on teams. She identifies approaching conflict as a collaborator, not as an adversary. Beyond this, anticipate reactions and plan counter moves,. replace blame with curiosity and ask for feedback on delivery.
Have you ever felt stuck in an unproductive relationship or been on a team that just did not perform to the level of the individuals within the team? Today, I will share an inspiring story, some counterintuitive research that I've been learning from and some actionable advice. By the end of this episode, you will be able to increase your own psychological safety while increasing the psychological safety of others so that you can make meaningful progress on meaningful work.
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