A series of FREE Virtual Roundtable events.
Brought to you by Facet5
Brought to you by Facet5
KEY TAKEAWAYS
Psychological Safety
November 22nd, 2021
A series of FREE Virtual Roundtable events.
Brought to you by Facet5
Brought to you by Facet5
KEY TAKEAWAYS
Psychological
Safety
November 22nd, 2021
Thank you for joining the conversation!
On the 22nd of November, we came together to discuss what
Psychological Safety means for individuals, teams and organisations.
In the Facet5 Roundtable – Psychological Safety.
Below is a recording from Session 1.
And a pdf download of the key takeaways from both sessions.
Thank you for joining the conversation!
On the 22nd of November,
we came together to discuss what
Psychological Safety means for
individuals, teams and organisations.
In the Facet5 Roundtable –
‘Psychological Safety’.
Below is a recording from both
session 1. And a
pdf download of the
key takeaways from
both sessions.
Recording of Session #1, 22nd November 2021 | Duration: 38minutes
Recording of Session #1, 22nd November 2021 | Duration: 22minutes
Spread the word.
Why not continue the conversation online – using these images as a starting point?
Simply click on any image below to share on LinkedIn.
Reframing disagreement and conflict.
Psychological Safety. In part, it’s about having the freedom to speak up. Feeling safe to do so without retribution. And safe in the knowledge that your opinion is genuinely sought – and valued. But, when speaking out, can these opinions come across as argumentative?
Seeing opinions as a contribution through differing points of view prevents this. Making them something of value. Throughout the whole organisation. Versus disagreement or argument or debate – which can be more controversial for people.
When we have a range of different viewpoints – we get better outcomes.
Psychological Safety needs to run through the bloodline of a company.
It is perceived that the cleverer the group, the better the outcome. But actually, that is not the case at all. What is important? Diversity. And Psychological Safety.
Great teams fail with success. They have a learning culture that allows them to fail. Continuously.
But to achieve this, Psychological Safety needs to run through the bloodline of an organisation. It can’t just be a concept. It has to be a part of who they are. And what they do. Only then will it have traction.
Introduce learning behaviours into the workplace!
Get it wrong. Find out why. Make it better next time.
You would do this if you felt safe to do so:
- Give and receive feedback to/from others
- Share ideas
- Ask people for help
- Say ‘Let’s just take a risk and experiment’
These are the things that help a team learn together and grow.
Whether you call it Psychological Safety or not – it feels like there is a perceived need for these things. The term Psychological Safety may not be on every organisation’s agenda. But to thrive, the above bullet points should be.
Recording of Session #1,
22nd November 2021 | Duration: 38 minutes
Recording of Session #1,
22nd November 2021 | Duration: 22 minutes
Spread the word.
Why not continue the conversation
online – using these images as
a starting point?
Simply click on any image below
to share on LinkedIn.
Reframing disagreement and conflict.
Psychological Safety. In part, it’s about having the freedom to speak up. Feeling safe to do so without retribution. And safe in the knowledge that your opinion is genuinely sought – and valued. But, when speaking out, can these opinions come across as argumentative?
Seeing opinions as a contribution through differing points of view prevents this. Making them something of value. Throughout the whole organisation. Versus disagreement or argument or debate – which can be more controversial for people.
When we have a range of different viewpoints – we get better outcomes.
Psychological Safety needs to run through the bloodline of a company.
It is perceived that the cleverer the group, the better the outcome. But actually, that is not the case at all. What is important? Diversity. And Psychological Safety.
Great teams fail with success. They have a learning culture that allows them to fail. Continuously.
But to achieve this, Psychological Safety needs to run through the bloodline of an organisation. It can’t just be a concept. It has to be a part of who they are. And what they do. Only then will it have traction.
Introduce learning behaviours into the workplace!
Get it wrong. Find out why. Make it better next time.
You would do this if you felt safe to do so:
- Give and receive feedback to/from others
- Share ideas
- Ask people for help
- Say ‘Let’s just take a risk and experiment’
These are the things that help a team learn together and grow.
Whether you call it Psychological Safety or not – it feels like there is a perceived need for these things. The term Psychological Safety may not be on every organisation’s agenda. But to thrive, the above bullet points should be.
