Your team members will never operate at their highest capacity if they're terrified of making a mistake. Here's how to create more psychological safety for them, so that they understand mistakes aren't fatal.
- Good managers work to make themselves more adaptable.…But they also ask the question:…How can I encourage my team…to become more nimble too?…One simple but important answer is…make them less afraid.…For all we, as a culture, glorify Silicon Valley's…fail fast and break things ethos,…the truth is,…in most of the corporate world…failure still carries a steep penalty.…That's not just big failures like New Coke…or Enron imploding.…Many employees, rightly or wrongly,…feel that sometimes even saying the wrong thing…or suggesting an idea that gets turned down…is a form of failure.…
You can imagine that if they think that,…they're not gonna be pushing the edges of innovation.…It's a lot safer to stick to what's been done before,…and that makes for a fairly unadapatable team.…Here's how you as a manager…can create more psychological safety for your team…so they can fully grasp that mistakes aren't fatal,…and they can feel free to learn, experiment, and innovate.…First, it's important to separate a failure of outcome…from a failure of process.…
- Identify three elements that enable managers to be adaptable in the midst of growth.
- Recognize examples of four purposes of feedback.
- Summarize a strategy that managers use to create an environment where employees feel safe to take risks.
- Explain the approach to take as an adaptable manager when working with various types of employees.
- Recall the characteristics of a curious, adaptable manager.