Implement psychological safety in your teams
If an organization really wants to do well in a world where innovation can make a difference, it’s not enough to have smart, motivated people on your team. We have to make sure that those talented people can use their knowledge at critical moments. We have to trust each other, dare to take risks, dare to face failure, share mistakes, give feedback and learn from them. Psychological safety is at the heart of this.
“Dynamic work environments need people who know how to work together.”
In a psychologically safe team we are not hindered by the fear of being rejected, of making mistakes, of embracing feedback and trusting each other, learning and implementing ‘on the go’.
The secret ingredient of strong teams? Common ground. When we spend time making agreements about how we work together, how we make mistakes and what everyone needs to do best in the team, we create a framework to make this ‘common ground’ explicit, making ‘Fail Fast Forward’ the new standard.
Learning track with digital learning stimuli and e-book related to 1:
- live online training with 1 trainer (max. 10 participants)
- live webinar with 2 trainers (10 to 100 participants)
Tool: Zoom, Skype, Webex
Language: ENG, FR, NL
After each chapter you will receive an e-book with templates and instructions to facilitate the exercises we do during this learning journey in your (other) teams. In the learning incentives you will also get access to our online library with extra team exercises, work forms and reading material to put psychological safety ‘top of mind’.
During this Virtual learning journey we will lay the first foundations of a ‘common ground’ within and across teams.
• How do you turn a group of people into a team?
• Build a common ground:
• What does the team purpose look like?
• How are we going to achieve our goals?
• What team standards do we set?
• Fail fast… What?! What does science say about psychological safety?
• Break-out exercise: how do we install this Fail Fast Forward culture? With feedback in the group.
• To what extent do we take individual preferences into account? An introduction to the SCARF model.
- Managers of different teams
In the picture
VIRTUAL LEARNING JOURNEYS
Learning with impact, also from a distance.MORE INFO >
Curious about our other topics?