Psychological Safety #9: Hybrid Workplaces and Returning to the Office
Thanks for subscribing to the psychological safety newsletter! This week we have an awesome piece about psychological safety in the US Army, a controversial take on remote working, icebreakers and “positive feedback loops of excitement”.
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This is amazing – I had no idea this existed. The US Army Resilience Directorate Newsletter. In this edition, Maj. Kimberly Brutsche and Capt. Tiarra McDaniel discuss psychological safety and trust in Army squadrons, and how a culture of psychological safety increases courage. Absolutely excellent writing:
How Psychological Safety Creates Cohesion: A Leader’s Guide
Previous editions here: https://www.armyresilience.army.mil/ard/newsletter.html
Work and industry:
How to Prevent the Return to Offices From Being an Emotional Roller Coaster
Leaders can take steps now to make employees feel supported and safe before they resume in-person work.
This went almost viral this week: What Psychological Safety Looks Like in a Hybrid Workplace, by Amy C. Edmondson and Mark Mortensen:
And this got some debate going. I’m not going to state my opinion, but you can probably guess. I’m interested to hear yours over in our community though! Apparently we can’t build psychologically safe remote teams:
What Good Leaders Do When Replacing Bad Leaders, by Andrew Blum:
Tips for creating psychological safety for the return to sport:
Thanks to Faye McGuinness for signposting me here: The ‘Taking Care of Teachers: Mental Health & Wellbeing Hub’. Including how to create a culture of psychological safety in schools:
Faye’s original tweet:
In episode 36 of o11ycast, Charity and Liz speak with Jacob Scott of Stripe about the need for SRE teams, customer happiness, and highlight “Safety I” and “Safety II” – the approach of trying to stop things going wrong, vs the approach of trying to make more things go right:
If you’re in tech, you might also want to sign up to the Blameless SRE newsletter:
This, from Timid Robot: Psychological Safety and the Unix Room. I particularly like the thought of positive feedback loops of excitement:
Resilience Engineering is in some ways the macro-application of concepts including psychological safety to the scale of large and complex sociotechnical systems. Find out what I mean at this talk at Continuous LifeCycle London in May:
Diversity, Equity and Inclusion
Thanks to Kim Crayton for reminding me of Audre Lorde’s quote: “The Master’s Tools Will Never Dismantle the Master’s House“. The old ways won’t create the new way.
Follow her on twitter and check out her “Profit Without Oppression” guiding principles:
I also really like this: 7 Pieces of Bad Career Advice Women Should Ignore, by Cindy Gallop and Tomas Chamorro-Premuzic. Women (well, everyone, but especially women) are often told to “be more resilient”, “be more confident”, “change the way you speak”, etc. No. Seek out and create cultures where you can be yourself.
Theory & practice:
By Stephen Scott and Amy Edmondson: Unlocking diversity’s promise: psychological safety, trust and inclusion:
A fantastic piece by one of our community members, Kiron Bondale: Why ask for accountability when what we really need is ownership?
This week’s poem:
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