Lecture on Psychological Safety in Teams

Key Findings from Google's Study

• Study Duration and Publication: Google conducted a four-year study, reported in the New York Times.
• Main Discovery: Psychological safety was the biggest differentiator between great and not-so-great teams.

Misconceptions About High-Performing Teams

• Preconception: Google is seen as a company with highly confident, smart individuals who freely share ideas.
• Reality: Even at Google, psychological safety varied significantly among teams, impacting their performance.

Importance of Psychological Safety

• Knowledge Economy: We are increasingly living in a knowledge economy where ideas and knowledge drive value.
• Employee Input:
  • Many employees don't feel safe to speak up at work.
  • This lack of safety can lead to missed opportunities (new ideas, early warnings about threats).

Leadership's Role in Psychological Safety

• Apology and Responsibility: Leaders can strengthen psychological safety by acknowledging and apologizing for past shortcomings.
• Self-Reflection: Leaders should consider what actions they might have taken to make it difficult for employees to speak up.
• Encouragement to Speak Up: It's crucial for leaders to create an environment where people feel safe to express their thoughts and concerns.
• Impact of Leader's Actions: It's the leader's job to go first in fostering a culture of psychological safety.

Conclusion

• Mission Critical: For success in a knowledge economy, enabling employees to freely share their insights and concerns is essential.