The Fearless Organization Scan
In partnership with Professor Amy C. Edmondson of Harvard Business School
Those who have read Professor Edmondson's book "The Fearless Organization" will know that psychological safety is required for team high-performance. Psychological safety is defined as "a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes".
Psychological safety: the gateway to success
If you do not feel safe in a group, you are likely to keep ideas to yourself and avoid speaking up, even about risks. Furthermore, if mistakes are held against you, you then look to avoid making mistakes and so stop taking risks, rather than making the most out of your talents. Low psychological safety, therefore, gets in the way of both team performance, innovation, learning, and personal success.
For you to be successful in your team, and "as a team", psychological safety is the enabler. This insight is the result of almost 30 years of research by Edmondson, supported and reinforced by an extensive two-year research program (Project Aristotle) among 15,000 employees done by Google (read about Project Aristotle in The New York Times Magazine).
The Fearless Organization Scan in your organization
In collaboration with professor Amy C. Edmondson, we have developed The Fearless Organization Scan. This scan maps how team members perceive the level of psychological safety in their closest context. To improve team performance, it helps to know the Psychological Safety levels in your team, as this is a critical predictor of how your team will learn and work together. By improving the level of psychological safety, you significantly increase the likelihood of team success.
Psychological safety: the signature trait of successful teams
Research undertaken by Harvard clearly shows that organizations with a higher level of psychological safety perform better on almost any metric, or KPI, in comparison to organizations that have a low psychological safety score.
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