Sep 24, 2021
This week, Dan Neumann is joined
by Ola Tunde, who is a principal consultant in AgileThought
Company. In today’s episode, Ola and Dan discuss the topic of
psychological safety and psychological danger; they dive deep into
the meaning of these two concepts, providing valuable and practical
examples.
Psychological safety needs to be
promoted by leaders to foster innovation and to create a better
atmosphere where employees can express themselves in an authentic
way without fearing failure, but on the contrary, embracing every
mistake as a learning opportunity.
Key Takeaways
- What do psychological safety and psychological
danger mean?
-
- Psychological safety is the ability to be
transparent and to be honest without the fear of
danger.
- Psychological danger is the inability to admit
I am wrong or a failure.
- Innovating is only possible when leadership
allows failure, and most of the time when trying something new you
will fail many times before achieving success.
- Every team member should be able to admit a
failure or better called a learning opportunity.
- The concept of personal agility and its
bond to trust.
-
- If a team member does not trust a colleague or
someone he or she is working for, there is bitterness that will
result in a lack of innovation.
- Trust is needed to go over the fear of
failure.
- What are some strategies that could
increase psychological safety?
-
- Show people how much you care. As Theodore
Roosevelt once said, “People don’t care how much you know until they
know how much you care.”
- Care about how you make people feel, wisely
Maya Angelou stated, “People will forget what you say, do, or give to
them but they will never forget how you make them
feel.”
- Care about the human being, not the
resources.
- Bring your humanity to work; share something
personal and create personal and authentic connections.
- Have aligned values and aligned
perspectives.
- How can a manager or a leader foster
psychological safety?
-
- Leaders should come to the place where the work
is done, participate in ceremonies, engage with the employees, and
know about them and what is going on in their lives.
- Treat people so right that they don’t want to
leave your company.
- What are some strategies that team members
could provide for creating more psychological safety?
-
- Regardless of the outcome, believe everybody on
the team was doing their best given the variables they were exposed
to.
- Make sure that the people who don’t know about
a certain subject, can learn about it.
- Baby steps are important! Psychological safety
happens gradually and it is a place of a continuous journey, not a
destination.
- Leaders should use metrics to create
conversations not to evaluate.
Mentioned in this Episode:
The 21 Irrefutable Laws of
Leadership, Follow Them, and People Will Follow
You, by John
Maxwell
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