Amy Edmondson defines psychological safety as “the shared belief among team members that the team is safe for interpersonal risk-taking” and explains that “team psychological safety involves but goes beyond interpersonal trust; it describes a team climate characterised by interpersonal trust and mutual respect in which people are comfortable being themselves”
Psychologically safe teams share the belief that within the team, they will not be exposed to interpersonal or social threats, such as being branded negatively on an individual basis, when engaging in learning behaviours such as asking for help, seeking feedback, admitting errors or lack of knowledge, trying something new or voicing work-related dissenting views.
Research has shown that the absence of such threats is strongly associated with team members bringing their whole self to work, expressing their creativity, talents and skills without self-censoring and self-silencing and learning actively on the job developing their capabilities and those of their team.
This is a brief summary of the book “The Fearless Organization – Creating Psychological Safety in the workplace for Learning, Innovation and Growth” by Amy Edmondson. This also includes links to articles and videos on Psychological safety –> The Fearless Organization
We had the Scrum Day conference in Chennai on 16th February 2018 –> https://www.scrumglobalevent.com/conference/Scrum/scrum-day-chennai. The theme of the conference was “Building Self Organized Teams”. The conference had a good line up of speakers – Venkatesh Rajamani, Preeth Pandalay, Kamal Tejnani, Padmapriya Devarajan, SRV Subrahmanian, Arunkumar Kandhasamy and Sundaresan Sethuraman. The talks were followed by a round of group discussion.
My talk was on “Building Self Managed Teams”.
Here is a link the slide deck -> https://www.slideshare.net/rsrinath99/building-self-managed-teams
Here is a link to the video –> https://www.youtube.com/watch?v=rs8NcweszSs
I just finished reading the “The Ideal Team Player” by Patrick Lencioni after seeing lots of good reviews on Amazon. While “The Five Dysfunctions of a Team” was about team behaviour, the Ideal team player is about the the three virtues of an ideal team player – Humility, Hunger and People Smarts.
Quite similar to “The Five Dysfunctions”, the concepts are brought out through a leadership fable in a very interesting manner. Towards the end of the book, Lencioni connects the Ideal Team Player model to the Five Dysfunctions. When team members improve their abilities to be humble, hungry or smart, they will be able to make progress in overcoming the five dysfunctions.
Overall a great read – a good complement to “The Five Dysfunctions of a Team”.
Here is a brief summary of the Ideal Team Player model –> brief-summary-of-the-ideal-team-player