The Fearless Organization [Book Review ]

Use of the term “Psychological Safety” has increased dramatically over the past 20 years.

Find out why all of us may have got Psychological Safety all wrong

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Here’s some key messages from this episode:

– Why Psychological Safety is a group based phenomenon

– What the Psychological Safety Triad is

– How Psychological Safety on it’s own is not enough

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Here’s some key takeaways from this episode:

Psychological Safety is a group based phenomenon 

“Psychological Safety exists in work groups rather than between specific individuals”

The Psychological Safety Triad

“I felt this was hidden away in the book when it could have been a whole chapter on it’s own”

The Leaders Tool Kit

“Using these categories for your conversations can help you to get people to contribute in a psychologically safe environment”

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In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

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Here’s some resources so you can go deeper:

Professor Amy C Edmondson

The Fearless Organization

Use this for your own development

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Check out these related episodes of the show.

How Inclusive Leadership Addresses The Crisis With Traditional Leadership Models [Interview with Thais Compoint]

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences