Videos / Podcasts / TV Segments

• How Psychological Safety Drives High-Performance Teams: Insights from Google and Harvard.
• Explore the transformative concept of psychological safety-a game-changing factor backed by research from Harvard’s Amy Edmondson and a 5-year Google study involving 180 teams.
• Learn why psychological safety outshines traditional metrics like structure, clarity, and impact as the most critical factor for team success.
• These insights are invaluable for leaders, managers, and teams striving to reach their full potential.

• Dive into Amy Edmondson’s definition of psychological safety and understand how subtle behaviors can either encourage or inhibit open communication, innovation, and trust within a team.
• By fostering psychological safety, you can:

     ✅ Create an environment where ideas flourish
     ✅ Build stronger, healthier team connections
     ✅ Drive innovation and achieve sustainable success

• These insights are invaluable for leaders, managers, and teams striving to reach their full potential.

• How to Recognize and Measure Psychological Safety in Your Team
• Psychological safety can be measured along four key dimensions
• The Four Dimensions of Psychological Safety:

1. Willingness to help: Do team members actively support each other?
2. Inclusion and diversity: Does everyone feel like they belong and that their voice matters?
3. Attitude towards mistakes: Are mistakes treated as learning opportunities, or do people fear blame?
4. Open communication: Can team members express concerns, ask for help, and be vulnerable without fear?

• Why It Matters: A workplace with high psychological safety fosters innovation, trust, and collaboration. And the best part? It can be measured, and once measured, it can be managed.

• Innovation and experimentation go hand in hand. But without psychological safety, mistakes become something to fear, not opportunities to learn-and that’s where innovation dies.
• Psychological Safety is non-negotiable for fostering creativity and growth in your team. Key takeaways are:

1. Experimentation requires risk, and risk inevitably leads to mistakes.
2. Psychological safety ensures that mistakes are openly discussed and treated as learning opportunities.
3. Without safety, fear of failure prevents teams from taking the creative risks necessary for innovation.

• To truly foster innovation, leaders must create an environment where it’s okay to fail, learn, and grow. By normalizing discussions about mistakes and focusing on continuous improvement, you can unlock your team’s full creative potential.

• Psychological safety is often misunderstood as simply being “nice” to team members. Psychological Safety is about learning and growing! In this video, I break down the Four Zones of Psychological Safety:

1. Apathy Zone: Low psychological safety and low motivation lead to stagnation and manipulation.
2. Anxiety Zone: High accountability without safety creates a toxic, fear-driven culture.
3. Comfort Zone: High safety but low motivation results in a friendly yet unproductive environment.
4. Learning Zone: The perfect balance of high safety and high accountability where individuals and teams thrive.

💡 To reach the Learning Zone, leaders must create an environment where team members feel cared for and safe enough to challenge ideas, try new approaches, and question the status quo.

• Building psychological safety in your team doesn’t have to be complicated. In this video, I share 3 actionable steps to help you create an environment where learning, curiosity, and openness thrive.

1. Make learning the priority: Embrace mistakes as opportunities to grow. Share your own experiences with failure to set the tone for your team.
2. Talk openly about mistakes: Raise awareness and curiosity by discussing what worked, what didn’t, and how to improve.
3. Ask the right questions: Shift the focus to possibilities and solutions with thoughtful, curiosity-driven questions like, “What would you need to try something new?”

Building trust and fostering psychological safety are crucial for team success, but they are not the same:

• Trust is personal: It exists between individuals and grows when people feel comfortable sharing openly with each other.
• Psychological Safety is collective: It exists within teams and thrives when team members believe they can speak up without fear of judgment or ridicule.

As a leader, you have the power to create a psychologically safe space within your team, regardless of external challenges. This starts with focusing on what you can control, encouraging open communication, and leading by example.

Have you noticed how conversations at work often revolve around complaints or problems? It’s not just workplace culture-it’s human nature. So, why are our brains wired to focus on the negative and how can you shift your mindset toward positivity?

• Our brains evolved for survival, not happiness. Negativity bias keeps us safe by focusing on potential dangers-even when they don’t exist.
• This bias shows up at work when we focus on software bugs, issues, or past systems, instead of celebrating new features and improvements.
• To overcome this, we need to make a conscious choice to refocus our attention on what’s going well.