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There is no team without trust
During a recent #CoffeeWithFriends session, I shared that speaking truth to power started with the recipient first being ready to receive the feedback.
As I reflected on the conversation, I realized that in my current role, I am that recipient and that I can do better to create the psychological safety for my colleagues to speak up.
According to a Google study on team performance, the one thing high-performing teams have in common is psychological safety. Defined as the belief that you won’t be punished or humiliated for sharing your ideas, concerns, or admitting to mistakes, the feeling of psychological safety results in greater creativity, the tapping of collective wisdom, and moderate risk-taking — the types of behavior that lead to market breakthroughs.
So what will I do?
Suspend judgment. As a leader, I often think I have seen it all and hence I know it all. But I don’t. I will therefore endeavor to listen to understand, not listen to respond.
One conversation. Instead of jumping to decision-making, I will engage in conversation about the issue and the proposed solution. Encouraging conversations will allow the unpacking of different perspectives enabling better quality decisions.
Respect. Value the views, and hence, respect every individual in the team. As we all have different experiences, we see things differently. No idea is a bad idea and every idea works to strengthen the solution.
While I endeavor to create a safe space for my colleagues to excel in their roles, I cannot do this alone. This is an open call to my colleagues to hold me accountable.
