Plan Continuation Bias, or “Get-There-Itis” I got pretty sick this week. I was wiped out with a nasty bout of tonsillitis – high temperature, exhausted and felt awful. The doctor put me on strong antibiotics, painkillers, and told me, in
Vertical and horizontal psychological safety Psychological safety means feeling safe (note: not necessarily comfortable) to take interpersonal risks. To foster it, we need to consider the dynamics of both the transmission and reception of information – whether that’s an idea,
Coaching and Psychological Safety: listening, trust and letting go of control By Jade Garratt When I first trained as a coach, I realised there were two things I wasn’t very good at: I meant well, but I was uncomfortable with
How you respond matters. “Everything you do is important to your organization. People are watching you. The people in your organization determine how to move forward after both successful work and how to recover after failure by watching how you
Guest Post By Jason Rawding Humour and Psychological Safety Being funny at work can feel a bit risky – especially in front of a group, or in an email that many people will see. In trying to make others laugh,
We all are. Do only leaders influence psychological safety? Is psychological safety “done to us”? Well, yes and no. Leaders have a significant influence on psychological safety, but they’re not the only contributor, by a very long way. Firstly, psychological
Rewetting Organisations by Tom Geraghty Allowing the system to self-organise by improving the substrate: creating the underlying conditions for change. When I was studying ecology at university, one of the activities we undertook in our field trips was helping to
Typologies of Power In a few previous newsletters, we’ve gotten into power dynamics, power gradients, “power over” vs “power for” and “power to” (see Mary Parker Follett). Steep power gradients are the number one inhibitor of psychological safety, and addressing
Psychological Safety Doesn’t Mean Feeling Comfortable By Jade Garratt There are many misconceptions about psychological safety. One is that if we “achieve” psychological safety, it means that people will feel comfortable all the time. It’s understandable to see how that
The Seven Deadly Sins of Psychological Safety I recently tried to work out how many people have attended one or more of our workshops on psychological safety, including our workshops for teams and organisations, our online workshops, and any we’ve
How to foster psychological safety with your own manager. By Jade Garratt Psychological safety isn’t only the responsibility of those in leadership positions. We believe that if you have the power to destroy psychological safety for someone – if you
By Jade Garratt, Bea Poyton and Tom Geraghty In our leadership workshops, we often talk about failures of psychological safety – what happens when, in an absence of psychological safety, concerns are not raised, questions remain unasked, mistakes are hidden
Humble Inquiry By Jade Garratt When was the last time someone told you something you already knew? How did it make you feel? Edgar Schein opens his book “Humble Inquiry” with a story about his own experiences of this while
Ten Ways to Foster Psychological Safety in the Workplace We’ve been reflecting on our last few years of experience delivering psychological safety workshops, training and consultancy in organisations around the world. Based on all those wonderful experiences, working with industries
Introduction As a result of the ever-increasing scale and complexity of healthcare systems, hierarchies and layers of management have become increasingly necessary (Kumar, 2021). These facilitate operational capability, both in terms of scale and complexity, but also lead to sometimes
Tool: Foster psychological safety We realised recently that the Google Project Aristotle page for their guide on team effectiveness and building psychological safety was 404’ing, so for anyone looking for it, we went over to the Way Back Machine and
15/5 Reports To manage teams in a way that fosters psychological safety requires clear communication and feedback channels. Team members should have well-defined platforms to share achievements, voice concerns, and seek assistance. Ideally, these feedback mechanisms will be consistent, high-cadence and
Psychological Safety: What it isn’t. Psychological safety has become a hot topic recently, for good reason and hopefully this will result in better, safer, and more inclusive workplaces for everyone. However, the rise in its popularity has led to a
If we think about how we can apply sociotechnical theory in practice, we realise that organisational change or technological change will fail if we focus on one component (social or technical) in isolation and to the exclusion of others. We must consider how people are affected by technologies, and likewise, how technologies affect the way people behave.
https://youtu.be/QhwHGfws1-c Or Leadership vs Management? Leadership and management are not the same thing. But they’re not mutually exclusive either. In order to be a truly effective leader, we must also possess strong competency and capability in our respective domains. We
Resilience Engineering Today we’re diving into the field of Resilience Engineering. This subject ticks a lot of my interest boxes: from complexity and sociotechnicality to psychological safety and leadership. I hope you find it interesting too! Resilience Engineering is a
Weaponisation of Psychological Safety This week was a bit rubbish to be honest. We had a nasty experience when we were the victims of a rather sophisticated fraud attempt. It could have been awful, but with the help of various
Last week, the world of psychological safety was kinda quiet, and I wondered if we’d reached “peak psychological safety“, but this week was the opposite – there was so much content about psychological safety at work that I had to
Welcome to the psychological safety newsletter and thanks for subscribing. You are amazing. This week discusses servant leadership, Swedish warships, being “neurodistinct”, and product development. If you enjoy reading this newsletter, please share it via your social networks and/or forward it to other people
Welcome to the psychological safety newsletter and thanks for subscribing. You are awesome. This week discusses leadership and trust, job role expansion, intersectionality, autonomy, healthcare, education, sport, trust and dysfunctions If you enjoy reading this newsletter, please share it via your social networks and/or
