-
This section in "Think Again" on creating learning culture in an org through a sense of psychological safety and accountability is like catnip to me. I'm sorry if I sound like an @AdamMGrant fanboy, but these principles really resonate with me.Permalink On twitter.com
❤️ 4 Favorites Mood +4 🙂
-
@AdamMGrant If your employees or students don't speak up, it might be because you don't make a psychologically safe space for them. Modeling vulnerability and owning up to mistakes actually makes them trust you more, not less.Permalink On twitter.com
-
But cultures don't change on a dime. Trust is something that has to be built over time, from repeated demonstrations, not just one.Permalink On twitter.com
-
A performance oriented culture where only results matter is stacked against this. Values have to shift, especially such that blame is not the first response to errors and mistakes.Permalink On twitter.com
-
Also: dogma needs to be identified and challenged. These are often our blind spots where we can make a large improvement.On twitter.com
-
I really like the point that these kinds of changes should be instituted in relatively calm periods, to test the waters. When your org is stressed or in crisis mode is not the best time.Permalink On twitter.com