Build A High Performing Team through Team’s Psychological Safety Workshop (2 day)
This workshop is developed and conducted by Jasmine Liew; the first global batch of Fearless Organization Practitioners, certified under The Fearless Organization Network Partners by Professor Amy Edmondson from Harvard Business School. Thus, Jasmine Liew is also the first Fearless Organization Practitioner in Singapore.
Being safe is a fundamental need for every individual and this includes feeling safe and being safe in our workplaces and working teams. According to Prof Amy Edmondson “Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.”
Importance of Team’s Psychological Safety
When a team has a lower level of psychological safety, the team members do not feel safe in the team. They are likely to keep the ideas and questions to themselves and avoid speaking up and sharing about their concerns and risks. If the mistakes are held against the team member(s), there will be a fear to make mistakes and thus, this will hinder the team’s learning, continuous improvement and innovation. Having a low level of psychological safety will also damper the team’s productivity and performance.
However, when a team has a high level of psychological safety, the team members are safe to ask questions, contribute their ideas, share their concerns and work challenges and also, they learn from the mistakes as “teachable moments”. When a team practices team’s psychological safety, it enables the team to be creative, innovative and collaborative. This is extremely crucial for the organisation and teams to manage and overcome the rapid, complex and increasing challenges during this covid pandemic.
Team’s Psychological Safety is the gateway for team’s performance and team’s success.
As we lead teams and operate in a hybrid or virtual work environment, how can we cultivate psychological safety within our teams so that they can be productive, performing and innovative
How can the individual team members from diverse background, personalities and age groups feel inclusive? How can we build psychological safety so that the team members have a sense of belonging, being respected and valued in the team?
How can the team members feel connected to each other and are willing to help each other?
What is the attitude of the team towards risk and failure in terms of trying, learning and innovating? How can we encourage them to learn and develop as an individual and as a team?
What are the challenging issues that are important to the team that we should talk about in the during open and candid conversations?
Bonus: There will be a Psychological Safety Index (PSI) survey which is a measuring tool developed by Prof. Amy Edmondson. Participant will get to know one’s level of team’s psychological safety index in the team and the team’s overall psychological safety index. This will lead to more fruitful and effective discussion on the components of Team Psychological Safety and identify the areas of strengths and areas for improvement.
Learning Objectives
- Understand the importance and benefits of Team Psychological Safety for the individual team members, the teams and the organisation
- Align and reinforce the Organisation’s Vision, Mission and core values in a team setting through Team Psychological Safety
- Based on the Team Psychological Safety Index results, identify the strengths and areas for improvement in the 4 components of Team Psychological Safety
- Diversity and Inclusion
- Willingness to Help
- Attitude Towards Risk and Failure
- Open Conversations
- Create and strengthen a Team Psychological culture for the team members to share their ideas, mistakes, challenges and ask questions so as to be a high performing and innovative team
- Identify the ways to improve the following team’s productivity, performance and innovation
- Valuing and leveraging on the diversity of strengths in a diverse team
- Enhancing inclusion and interpersonal relationship in the team
- Engaging the team members in terms of effective conversations
- Enabling the teams to give and receive constructive feedback
- Elevating the team’s learning and change agility through a growth mindset when facing challenges, changes, risk and failure
Application to our working teams and workplace
- Knowledge of Team Psychological Safety and how I can work better with the existing team.
- I learn and understand more on Psychological Safety in the Workplace and how I can be more innovative and grow in my workplace.
- Helps to understand the team’s state of psychological safety better and gives a space for open conversations
- Understanding and to know more about what can be done
- Gave us an opportunity to discuss issues as a team
- Opportunity to start conversation on issues related to psychological safety for the team
- good trigger for in-depth conversation among team members
- It covers real issues about what we are facing at workplace
- it’s something that we would never find time to talk about. it was insightful and meaningful.
Facilitator’s delivery
- Engaging (2x)
- Greatly appreciated the facilitator’s enthusiasm and providing time for the team to discuss further.
- Facilitator very friendly
- Jasmine was helpful to share examples and real-life work experience which we can relate
