Thanks to Google’s research on what makes a team successful, it has become well-known that among the five top factors, the most important one is psychological safety. Meaning that team members feel safe to take risks and be vulnerable in front of each other.
How much do we feel safe to be messy, vulnerable and even fail in our team, couple or organization? How much do we make it safe for others to fail, be messy, vulnerable or simply, different?
Those are interesting questions to ask ourselves if we are invested in creating trust, collaboration and meaningful connections in our life.
In An everyone Culture, Lisa Lahey and Bob Kegan describe the process of three successful organizations that believe developing people – and working on the self – is as essential as profitability. Deliberate Developmental Organizations (DDOs) are organizations that “have created a safe enough and demanding enough culture that everyone comes out of hiding” (in other words, hiding weaknesses). These organizations use on-going feedback as a key tool for everyone to grow to their next level and foster psychological safety. They make giving and receiving feedback easier, because they normalize it.
It’s a very rich and thought-provoking book. In the same vein as Ego-Free Leadership, it shows the path of what organizations could/should be doing in the XXI century.
Reflective questions: When is the last time you received feedback, gave feedback, or asked for feedback, and felt safe?