I’ve been reading about psychological safety for while, particularly, how you implement it in a team.<\/p>\n

Imagine my luck, had the opportunity to ask that question from @Jez Humber in a workshop..<\/p>\n

What I understood mainly was: The leader’s behavior builds or destroys it.<\/p>\n

If the leader punishes people for failing or calling out what they feel is wrong, then no matter what, the culture goes down the drain<\/p>\n

As an example, he talked about Etsy where a person on the team broke production deployment while following the process, the person was given an \u2018award\u2019 for highlighting the problem instead of being penalized.<\/p>\n

Link to post here:
\nhttps:\/\/www.ryn.works\/blog\/2017\/06\/17\/on-failure-and-resilience<\/p>\n

If you want your team to perform, build psychological safety.<\/p>\n

To build that, the leaders must be seen as supportive to failures, whistleblowers, people who highlight problems instead of shooting the messenger.<\/p>\n

#RSQ #PsychologicalSafety #leadership #HighPerformingTeams<\/p>\n

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