High-performing teams need psychological safety

How often do you have a good idea or just something to add to the conversion but choose to keep it to yourself either because you don't think it will be taken well or you're worried it's not a good enough idea? I've been there; even as I'm writing this I am second guessing myself.

I feel like it's somewhat similar to the quote “Better to be thought a fool than to speak up and remove all doubt” often linked to Mark Twain or Abraham Lincoln but more likely just a misattributed reinterpretation of Proverbs 17:28.

From the time we’re kids we’re programmed to keep quiet. We learn pretty quickly in primary school the importance of fitting in and thus to keep unpopular thoughts to ourselves. Then there's the boss that leads by fear who you wouldn't dare question lest feel the wrath.

However, studies like those at Google, show that the highest performing teams enjoy psychological safety where every opinion is valid, failure is embraced as learning, and critical thinking is paramount to good decision making.

I recently read ‘The Fearless Organization’ by Amy Edmondson which provides some practical advice, that is, start playing to win rather than trying not to lose. Amy suggests that often we play it safe and avoid being vocal or trying new approaches because we don’t want to risk failing or being judged harshly. This mindset is called playing not to lose, and it’s the reason we miss out on opportunities that come our way. Instead you should be adopting a play to win mindset by focusing on what you stand to gain if you rise to the task and speak up, rather than worrying about what could go wrong.

So you want to take your team or organisation to greatness? Time to take a look into how to empower your people to embrace diversity of thought and experimentation without fear.

First step, lead by example. Publishing a blog is, right now, my way of doing that; what's yours?