Category: Psychological safety
-
Set up a system of apprenticeship at work.
-
Either you write the group’s norms, or someone will do it for you.
-
You empower people by sharing information, not detailed instructions.
-
Ask people to write down their own thoughts on paper before discussing an agenda item.
-
Neither you nor anyone else needs to have all the answers. What you do need is a willingness to experiment.
-
And so is everyone else. Relax!
-
Ask for everyone’s 50% time estimate, pool up the safety buffer at the end, and keep everyone informed of when their turn is approaching for better projects.
-
Ask, “What is something you know about the problem that would add to our shared knowledge?”
-
The action: Imagine that at the start of the meeting, you are given three poker chips. Every time you speak, you place a chip on the table. Not until everyone has played their three chips do you get to pick up your chips and speak again. The goal: Encourage a wider distribution of voices in…
-
The action: Ask some of these questions to get a conversation started with your team. The long-form: Not having your own agenda for your regular one-on-ones is fine. Some leaders suggest asking the report to set the agenda and send it in writing before the meeting, which I guess helps you both use better use…
-
Write a couple of paragraphs on what you will commit to as a leader. This is your promise to the team, and helps build psychological safety.
First Forty 