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Building Effective Teams by Fostering Psychological Safety

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A session on Building Effective Teams by Fostering Psychological Safety at Agile Tour Paris 2019 & Regional Scrum Gathering Nepal 2020

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Building Effective Teams by Fostering Psychological Safety

  1. 1. Pramesh Vaidya Regional Scrum Gathering Nepal 2020 September 6, 2020 Building Effective Teams by Fostering Psychological Safety
  2. 2. Who am I? pramesh.vaidya@gmail.com https://www.linkedin.com/in/prameshvaidya/ Pramesh Vaidya
  3. 3. What is a team?
  4. 4. Effective Team
  5. 5. Dynamics of a effective Team
  6. 6. Variables not Significant • Colocation of teammates • Consensus-driven decision making • Extroversion of team members • Individual performance of team members • Workload size • Seniority • Team size • Tenure
  7. 7. Navy SEALs • Competent Team Members with a Special Skill • Trust, Collaborative Climate • High level of external support and recognition • A High standard of Excellence • Principled leadership, team leaders serving as coaches
  8. 8. Psychological Safety A climate where people feel safe enough to take interpersonal risks by speaking up and sharing concerns, questions, or ideas. Amy Edmondson
  9. 9. Why Psychological Safety? • Drives higher engagement, collaboration, and participation • Increases creativity, conflict resolution, and overall well-being. Productive 5070 Engaged 76 Likely to Stay 50 Study by The Science of Creating High-Performing Teams
  10. 10. What Psychological Safety is not? • It is not about being nice • It is not a personality factor • It is not just another word for trust • It is not about lowering performance standards
  11. 11. Reference Case
  12. 12. GROW Model
  13. 13. What is GROW Coaching Model? GOAL • What do you want? • What more do you want? REALITY • What is happening now? • Exactly what is happening now? OPTIONS • What could you do? • What else could you do? WILL • What will you do? • Precisely what will you do?
  14. 14. GROW Coaching Model GROW is not coaching in itself: “even dictators can use GROW!” Coaching is about raising awareness and responsibility: helping them to learn rather than teaching them GROW coaching is so effective that you can even use it to coach yourself
  15. 15. GROW Coaching Model • What would you like to work on? • What is your goal related to this issue? • What are the benefits for you in achieving this goal? • What will it be like if you achieve your goal? • What action have you taken so far? • What is moving you toward your goal? • What is getting in the way? • What different kind of options do you have to achieve your goal? • What else could you do? • What are the principal advantages and disadvantages of each option? • Which options will you choose to act on? • When are you going to start each action? • How committed are you, on a scale of 1–10, to taking each of these actions? • If it is not a 10, what would make it a 10? GOAL REALITY OPTIONS WILL
  16. 16. GROW: Psychological Safety • What does psychological safety mean for the team? • Why psychological safety matters for the team? • What will it enable you to do? Use of Survey Questionnaire: • If you make a mistake on this team, it is often held against you • Members of this team are able to bring up problems and tough issues • People on this team sometimes reject others for being different. • It is safe to take a risk on this team. • It is difficult to ask other members of this team for help. • No one on this team would deliberately act in a way that undermines my efforts. • Working with members of this team, my unique skills and talents are valued and utilized. • Demonstrate engagement • Show understanding • Be inclusive in interpersonal settings • Be inclusive in decision-making • Show confidence and conviction without appearing inflexible • Which options will you choose to act on? • When are you going to start each action? • How committed are you, on a scale of 1–10, to taking each of these actions? • If it is not a 10, what would make it a 10? GOAL REALITY OPTIONS WILL
  17. 17. Workshop
  18. 18. Fostering Psychological Safety • Frame the work as a learning problem, not an execution problem • Acknowledge your own fallibility • Model curiosity and ask lots of questions
  19. 19. References “The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth” by Amy Edmondson “Guide: Understand team effectiveness” by Google re:Work “Extreme Ownership, how US Navy SEALs lead and win” by Jocko Willink and Leif Babin TEDx video on “Building a psychologically safe workplace” by Amy Edmondson
  20. 20. Questions? pramesh.vaidya@gmail.com https://www.linkedin.com/in/prameshvaidya/ Pramesh Vaidya
  21. 21. Thank You

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