Have you made changes in your team, inspired by psych safety?

HelenH
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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!

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Replies (17)

Cath Barton

Cath Barton

Hi Helen
I'm fascinated by psychological safety and included this in my innovative project for my MA in Social Pedagogy Leadership which has influenced changes at work, happy to chat more
http://www.thempra.org.uk/wp-content/uploads/2020/11/Cath-Barton-Social-Pedagogy-Leadership-and-Digital-Relationships.pdf

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Rosy

Rosy

I follow Duana Blomstrom’s newsletter Chasing Psychological Safety
https://www.linkedin.com/newsletters/chasing-psychological-safety-6500675038520365056

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HelenH

HelenH

Dear Cath and Rosy, thank you so much for your insights - will check out these links forthwith! Best of luck with your own quests for psychological safety!

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Anita Kalmane

Anita Kalmane

Helen, I've been giving various workshops to my current and previous teams, in order to enhance the teamwork and psychological safety.
One of them was recently giving the team Feedback Workshop, where they learnt: a) how to give both constructive and positive feedback to their peers; b) why is it important to do it; c) how to receive feedback and understand the other person's intentions. We also practiced it in the groups of 2-3 people, where they gave direct feedback to each other. While working remote, it seems even more important to be able to feel comfortable and safe with your colleagues, hence building psychological safety.
If you want more examples or want to hear more about this, feel free to connect with me on LinkedIn.

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Matt Cheung

Matt Cheung

Hi Helen - we have been working on building a pyschologically safe environment for a while at Clarasys - across a couple of dimensions - to help people grow in their career, to increase innovation and reduce risk. We have had some success - but I don't think we're yet at the point where we get the full benefit of diversity of thinking. We've got quite a long way and I'd be happy to share some of that progress and anecdotes.

What I've started to discover is that whilst we often put emphasis on the dominant voices finding ways to reduce their power; we need to put equal emphasis on the quiet voices increasing their power - otherwise the burden we place on the dominant voices is somewhat restrictive.

If helpful, happy to discuss - linkedin.com/in/mattcheungclarasys

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Matt Cheung

Matt Cheung

Hi Helen - we have been working on building a pyschologically safe environment for a while at Clarasys - across a couple of dimensions - to help people grow in their career, to increase innovation and reduce risk. We have had some success - but I don't think we're yet at the point where we get the full benefit of diversity of thinking. We've got quite a long way and I'd be happy to share some of that progress and anecdotes.

What I've started to discover is that whilst we often put emphasis on the dominant voices finding ways to reduce their power; we need to put equal emphasis on the quiet voices increasing their power - otherwise the burden we place on the dominant voices is somewhat restrictive.

If helpful, happy to discuss - linkedin.com/in/mattcheungclarasys

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John R

John R

We are coaching clients on the concepts and continuing to explore ways to help leaders/supervisors understand the concept and explore implmentation strategies. It's part of a larger leadership/team improvement strategy. Happy to share notes.

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