Building a psychologically safe workplace | Amy Edmondson | TEDxHGSE

The Novartis Professor of Leadership and Management at Harvard Business School is well known for her work on teams.

In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)

[johnsonwang]

start from 7:30, there are 3 things you can do to build a psychologically safe workplace:
1. frame the work as learning problem, not an execution problem.
2. acknowledge your own fallibility.
3. model curiosity.

[shivayshakti]

Model curiosity, ask a lot of questions. Each time a kind person likes this, I would be reminded of this mantra :)

[diwakarkumar]

you knew everything mam! Your idea of psychological safety came out of nowhere as you said. i guess it never really existed until you found it. damn, you are brilliant and humble too.

[employeeexperiencelab]

Key message for companies wanting to become more innovative just by acquiring technology and teaching people innovation methods like Design Thinking or Design Sprints, Scrum or Agile. It is about the people! how we work together, how we collaborate. No tool, no method is going to save a company if the interpersonal dynamics are not taken care.

[olgaklochkova]

anxiety zone!!a perfect description of my last full-time job. >.<
I was so afraid to ask _anything_ that I tried to solve all problems by myself, so I kept failing every day, from minor to major things. more reprimands made me even more anxious to the point of tremors and heart palpitations.(
thanks to the cosmos for the invention of freelance online jobs. no more office wars. x)

[PatConchie]

Excellent food for thought!! Feel safe to speak up!

[youradmirer]

I like when communication is a key to build a safe workplace

[nost]

Nowadays, the word "Psychological Safety" is becoming buzz word in field of HR, in Japanese companies. This word seems to be understood as the key word for "Comfort Zone", as it has been introduced as the countermeasures of "Harassment" here in Japan. However, "Psychological Safety" is the key word for "Learning Zone". --- Better teams make more mistakes. Workplace where "Psychological Safety" is secured, people feel that it is OK to speak up with concerns, questions, and mistakes. "Psychological Safety" is the keyword to make both team and members grow under circumstances with complexity and independence. With a lot of thanks to this video, I will do my best to spread her message right in Japanese companies. <Takashi Kitta / head of NOSTLIFE corporation>

[isamartens]

I'm writing a paper on PS within teams right now and I loved to hear you speak about this topic since your 1999 paper is the base of it all! You give very clear and straightforward explanations so thank you!

[dariopaiva]

It's amazing how clearly you convey the message. I hope that many of my colleagues will attend this talk. Thank you very much.

[ShiveshSuman]

I especially like the relative simplicity of the concept of psychological safety. To me, it is an essential component that I would look for in a team culture (as an individual member). However looking at it from the vantage point of a leader: unless each (or let's say almost all of them) fully embrace both growth mindset as well as openness / vulnerability - it may be hard to fully implement a culture where people ask questions without hesitation. I do realize the role of the leader in modeling both of these behaviors - there may still be individual resistance perhaps due to learned habits from past experiences.

[sparkle]

An amazing and very logical presentation, thank you! I think the first thing we always have problems working through in a team, is the management's ego, and their constant phase of denial, and also how they tend to band together to protect one another. These problems need to be broken down first and foremost, before we can move into the phase of open discussion. Any suggestions on how to break those barriers down?

[DrDebraDupree]

I am excited to come across Amy's work as this is essential to our work on the Risky Business of Bad Bossing and creating psychological safety in Agile Teams.

[martydrill]

Great Talk.
Without the freedom to fail, innovation is stifled and freedom to learn what works and what doesn't is diminished.

[fanjiang]

Nice video. Starting from 10:42 "As long as there is uncertainty and interdependence, building a psychologically safe workplace is necessary."

[uwestraube]

Thank you very much, that was precise and clear. I wish all lectures were like that.

[paulmoffett]

Those who need this training and understanding the most will never understand what Amy is saying.

[barryerhovwojosiah]

Very insightful. Thank you for the work you put into this presentation

[janetpendexter]

Excellent presentation and full of thought provoking ideas and approaches to bring teams together and leverage the collective. Curiosity needs balance with humbleness. I would add the dimension of humility so that as questions are asked, they are framed in a desire to seek and understand and not to catch and hold accountable, in the moment.

[TheFartofGod]

Watching this because my abusive employer sent the link to all employees in response to all the "anonymous" employee surveys they received stating that they are abusive gas-lighting experts with questionable legal practices in relation to wage and labor laws. In the email with the link, the employer put the blame on the lower level employees rather than the upper management everyone complained about. I wish I saw this video under different circumstances, wish she'd do a deep dive on my employer for her next study