Amy Edmondson defines psychological safety as "a shared belief that the team is safe for interpersonal risk-taking." In a nutshell, for a team to speak up, take risks, and share radical ideas, they will need to feel protected from so-called naysaying behavior. I don't think the problem is going to be fixed by creating “a shared belief... Continue Reading →
How to Train a Robot (or person) to Behave
How would a machine learn to behave civilly in a team environment? No real knowledge in this area, but this is how I would wing it. How about we create an algorithm. It would consist of a team member (anyone in the team can be the trainer) using Step 1. Verbal Caution of the robot,... Continue Reading →
Using AI Tools That Moderate Team Feedback
Why are team members in organizations hesitant to take a risk and share their ultra-radical ideas? Because of the feedback response, they are likely to receive if they step too far out of the norm.
Manual Machine Moderator
Machine moderators may be used in the pre-moderation stage to flag content for review by humans. This would increase moderation accuracy and improve the pre-moderation stage.
Creating a Safety Moderator
Firstly everyone in the team would need to agree to use the safety moderator. It allows anyone to speak up in real-time and object when we feel offended or uncomfortable with how we are treated during a heated discussion.
Is Psychological Safety a Fad?
Q. When will we know we have enough of it? A. When we don't need to talk about it as much.
Complaint Vs Objection
Could the secret to being objective in what what we say and do be embedded in the word itself when we simply object? I think so.
Making Mistakes and Misbehaviors
I find this both ironic and hypocritical that the psychological safety movement and organizational psychologists can criticize leaders or managers for being know-it-alls, psychopaths or narcissists. And at the same time, talk about creating a safe environment for teams
Blind Leading the Blind
My tip, for what it's worth, as a person with cognitive biases, is to look out for and listen to how people frame their thoughts to you. Premising our statements with "I think.." or "to me..." is a handy reminder.
Quickly Destroying Psychological Safety
Can a Lone Manager Destroy Real Psychological Safety in a Team? I am no expert, so I don't know. Maybe someone can enlighten me? I don't believe any workplace that claims to be a "safe space" can have its safety destroyed by one individual. Imagine an existing manager, boss, CEO, investor, or leader in the... Continue Reading →
Object123 