Have you made changes in your team, inspired by psych safety?
Hi All, I'm writing a book on culture and am seeking examples of teams - big or small - who have made changes to how they do things after being inspired by psych safety / Amy Edmondson's work. Eg: deciding as a team how to handle conflict, or actively changing how discussions are held. All examples and thoughts most welcome!
Here are some examples of psychological safety mentioned: https://corporate-rebels.com/psychological-safety-79185/
& it might be interesting to check out these:
This is the best series of articles about psychological safety I have found so far: https://evolvingorganisation.co/blog/2020/05/10/wheres-the-psychological-safety-for-speaking-truth-to-power-in-self-organisation-abridged/
I haven't read any book focused on the subject yet, but Amy Edmondson's Fearless Organization is on my list, so if you could, please let me know how much Fearless Org might enhance the articles, as it might help me reprioritize my book list:)
This practice (and some others listed on that site) might help you in building psych safety while including whole group in decision making: https://openpracticelibrary.com/practice/systemic-consensing/
BTW. I found the posts on https://enliveningedge.org but it is harder to read all parts there. Nonetheless, I recommend the community.
Dear Xollaborator, Thank you so much for these recommendations. I can't wait to read them. I will try to collate and share good sources/findings/personal examples to benefit this forum. I am also yet to read Fearless Org (because I'm writing my own book and always worry I will accidentally copy ideas!) But I've heard really good things about it. Thanks, Helen
I've just read one of the most inspiring books on building safety (among others): the Culture Code by Daniel Coyle.
It's full of stories, insights and ideas for action on how to (not) create safe environments, including:
- Google (AdWords)
- the WW1 Christmas Truce
- WIPRO call center and the Minuteman missileers (bad examples)
- Gregg Popovich (coach of the San Antonio Spurs basketball team)
- Tony Hsieh (Zappos and the Downtown Project)
Thanks Tom! Appreciate your reply. Yes, that's another book I've heard good things about! I made some notes yesterday for this forum while researching - this podcast with Amy Edmonson was very useful:
Amy has done work on self-organising teams and describes psych safety as just a small part of successful self-managing teams.
Her paper: https://static1.squarespace.com/static/5b3cd0cb1137a6d4c0c877c9/t/5c919b0afa0d60694eebc96b/1553046287400/Final+ROB.pdf
And many people rave about Frederick Laloux’s book "Reinventing Organisations."
The Google site "Rework" also has a lot of practical tools for organisations.
Such an important topic. I am mindful and consider the principles of psych safety in my work developing team conversations and change programs at Actionable.co.
When building conversation kits (guides for leaders plus prep materials for participants for having an in-depth team discussion on critical topics for their team), I need to ensure that elements of risk and vulnerability for all parties are considered, so the conversation can move them through a topic and take steps towards action. eg what does the leader need to do at the outset to create a safe space? what should people think about ahead of time to be ready to dig into topics fully? how can the process support personal agency through the change experience they're in? etc Whether the topic will generate small changes or large ones, what happens in the room can have significant impacts on the team dynamic if safety isn't considered. (I suspect some people think certain topics are "easier" and therefore less care is needed, but that hasn't been my experience.)
In addition to Amy Edmonston's work, I loved Margaret Wheatley's Leadership and the New Science, as well as the classic book Immunity to Change by Kegan and Lahey.
Hope this is helpful. Good luck with your book! Happy to chat anytime - you can find me on Twitter @alyssaburkus.
“It was like being with a parent that didn’t really want us”, says CEO of GE Appliances, Kevin Nolan. He explained: “The one hope everyone had was that Haier bought us because they wanted us, and we were curious to find out what that would mean”. 4 years later, we visited to find out how GEA was doing. Getting to talk to them was harder than we thought: “Our managers and executives are currently working on the assembly lines.” They are doing what!?
There are many examples of self-management on the Corporate Rebels Bucket List, all of which have very few layers of management, if any, and they are mostly highly successful. So this raises the question “If this is such a good way of organising work, why isn’t everyone doing it?”.
After writing up the business case of NER Group for our Online Academy, I read Jack Stack and Bo Burlingham's classic about their transformation of SRC Holdings, called 'The Great Game of Business'. I was struck by the similarities between the two.