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How to become a
team that learns
Georg Sorst
CTO FINDOLOGIC
We build software
Every project is a new challenge
Unclear requirements
New technologies
We need to learn all the time
Learning is a process, not a goal
NO ONE WANTS TO LOOK:
IGNORANT
INCOMPETENT
INTRUSIVE
NEGATIVE
IT’S EASY TO MANAGE!
DON’T ASK QUESTIONS
DON’T ADMIT WEAKNESS OR MISTAKE
DON’T OFFER IDEAS
DON’T CRITIQUE THE STATUS QUO
Thanks to Amy C. Edmondson, Harvard Business School
Impression Management
Drives out learning
Psychological Safety
Psychological safety is a belief that one will not be
punished or humiliated for speaking up with ideas,
questions, concerns, or mistakes.
Psychological Safety
More learning
Better results
According to Google:
But how?
Positive experiences
Trust
Psychological Safety
Ask questions, modell curiosity
Acknowledge your own fallibility
Foster collaboration
Support your colleagues
Be welcoming and coaching-oriented
Emphasize excellence
Decide as a team or
Explain your decisions
Bond with your fellow humans
Engage in personal conversation
Spread the love
Is it a matter of finding the right
point on a balance beam?
PSYCHOLOGICAL
SAFETY
ACCOUNTABILITY
Psychological Safety - Accountability
Thanks to Amy C. Edmondson, Harvard Business School
high
low
low high
MOTIVATION &
ACCOUNTABILITY
PSYCHOLOGICAL
SAFETY
Apathy Zone
Comfort Zone Learning Zone
Anxiety Zone
Thanks to Amy C. Edmondson, Harvard Business School
Compelling goal
Everyone contributes
Experience success
Fail early
Fail controlled
Learn
Scrum
Planning Poker
Ask questions
Give feedback
Discuss ideas
Code Reviews, XP
Work together
Learn together
Build trust
Retrospective
This is a safe place
Take aways
Trust and challenge each other
Communicate openly
Help each other out
Have clear goals
THANKS
g.sorst@findologic.com
@piefke_schorsch

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Psychological safety how to become a team that learns