Fear is the most pervasive, yet more powerful, emotion at work. Fearless teams embrace feedback, collaboration, and experimentation-- they feel free to speak up and share their emotions and ideas. How to move from FEAR to FEARLESSNESS.

1. A Fearless Culture:
How Psychological Safety Promotes Innovation
Gustavo Razzetti – Chicago, January 24, 2019

2. Organizations are full of warning lights.

3. We help organizations drive positive change
3
Gustavo Razzetti
CEO & Change Instigator

4. W e h e l p l e a d e r s a n d t e a m s b e c o m e
t h e b e s t v e r s i o n o f t h e m s e l v e s :
CHANGE LEADERSHIP WORKSHOPS
TEAM OFFSITE
BUILD A FEARLESS CULTURE

5. Positive Change Insights:
https://liberationist.org/subscribe
5

6. What I Will Cover
Why fear doesn’t motivates people
Move from Fear to Fearlessness
Psychological Safety fundamentals
How to develop a Fearlessness Culture
Discussion and Q&A

7. We Liberate the ’Change Gene’ With in People
@gusrazzetti
Positive Change Framework

8. Fear drives silence
Only 3 in 10 employees strongly agree
that their opinions count at work.
Source: 2017 Gallup survey

9. W e H a v e a S i l e n c e P r o b l e m
8 5 % o f p e o p l e
f e l t u n a b l e t o r a i s e a c o n c e r n
w i t h t h e i r b o s s e s ( a t l e a s t o n c e ) — e v e n
t h o u g h i t w a s a n i m p o r t a n t i s s u e
S o u r c e : S t u d y o f e m p l o y e e s i l e n c e ,
M i l l i k e n & M o r r i s o n

10. E v e r y e m p l o y e e i s a s e n s o r .

11. Quick Question:
When was the last time you didn’t
speak up at work?
Why?

12. W e H a v e a S i l e n c e P r o b l e m
“ T h e b y s t a n d e r e f f e c t ”

13. F e a r I s N o t A n E f f e c t i v e
M o t i v a t o r

15. A Fearless Culture
I t ’ s n o t t h e a b s e n c e o f f e a r b u t
c o n f r o n t i n g o u r e m o t i o n s .
P e o p l e f e e l s a f e t o s p e a k u p .
I t ’ s g o o d f o r b o t h e m p l o y e e s a n d t h e
o r g a n i z a t i o n — i t d r i v e s i n n o v a t i o n &
g r o w t h .

16. G o o g l e – P r o j e c t A r i s t o t l e : h o w
c a n w e b u i l d t h e p e r f e c t t e a m ?
• The best talent working together?
• A mix of specific personality types or skills or
backgrounds ?
• Gender & ethnicity balance?
• Consensus versus disagreement?

17. Psychological Safety
The belief that
your culture or team are safe
for interpersonal risk-taking.

18. "We are almost hardwired
to be worried about the impression
we make on others.”
—Amy Edmondson, professor, Harvard Business School

19. When people feel safe, they speak up
Sharing their opinions
Expressing alternative points of view
Challenging the status-quo or their bosses
Asking for feedback
Admitting a project is behind schedule
Acknowledging not knowing something

20. What Psychological Safety is NOT
A solution for all culture problems
Immunity for misbehavior or underperformance
Lack of accountability
Being too nice
Lowering the bar
Another word for trust

21. P s y c h o l o g i c a l S a f e t y i s a c o l l e c t i v e
o u t c o m e — i t ’ s e n a b l e d b y t h e w h o l e t e a m
IndividualßàIndividual IndividualßàTeam
TRUST PSYCHOLOGICAL SAFETY

23. Quick Question:
How ‘safe’ is your
organizational culture?
What would you change?

24. C u l t u r e i s t h e b e h a v i o r
w e r e w a r d a n d p u n i s h .

25. Safe
=
Don’t feel threatened
≠
Comfortable
Creating a High-Trust,
High-Performance Culture

26. T h e b e n e f i t s o f f e e l i n g s a f e
Source: The Science of Creating High-Performing Teams, 2017

27. “In Google’s fast-paced, highly demanding
environment, our success hinges on the
ability to take risks and be vulnerable in front
of peers.”
–Paul Santagata, Head of Industry at Google

28. How to engage quiet people?
In most collaborative teams, the
bulk of the work comes from a
minority of participants.

29. The No-interruption rule
Take turns.
Actively listen.
Loud and senior people, speak last.

30. H o w t o M o v e f r o m F e a r t o F e a r l e s s
1. Trust people
2. Create a safe space
3. Address the emotional culture
4. Be explicit about mistakes
5. Be corageous

31. 1. Trust People
Your team wants to do great
work—give them autonomy.

32. 2. Create a Safe Space
Make candor real:
What’s working?
What’s not working?

33. 3. Address the Emotional Culture
What’s got your attention?

34. 4. Make Mistakes Explicit
What’s your mistakes policy?

35. 5. Be Courageous
Lead with Questions—embrace
vulnerability.

36. Encourage Autonomy
No annual performance reviews—GE
Self-selected Teams –Nomad 8
Teams establish own salaries—SEMCO
Unlimited vacation—Netflix

37. How to Build a Fearless Culture
• Let go of power and words
• Start small & test different approaches
• Lead by example
• Under-promise and over-deliver
• Measure Psychological Safety

38. Thank You!
E v e r y p e r s o n i s a s e n s o r .
F e a r l e s s C u l t u r e s a d d r e s s t e n s i o n s —
p e o p l e a r e n o t a f r a i d o f s p e a k i n g u p .
h t t p s : / / l i b e r a t i o n i s t . o r g

39. Need Help Building a
Fearless Culture?
R e a c h o u t :
g u s t a v o @ l i b e r a t i o n i s t . o r g
l i b e r a t i o n i s t . o r g / s u b s c r i b e