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Punchy, actionable insights and tips to make the life of the team leader a breeze.
[00:00:00] Pia: When change hits your team or organization, individuals can feel quite isolated as they journey the grief curve and manage their own emotions. Creating a psychologically safe place for your team members to bring together their shared experiences is a way to ease these challenges that they face. I'm Pia.
[00:00:20] Dan: And I'm Dan, and this is Squadify Connects. You'll remember that we spent a miniseries delving into Tim Clark's four levels of psychological safety, and we'll now look at its application in relation to change and how to create an optimum environment for you and your team to be able to feel included and safe, even if they're in the heart of a VUCA environment.
[00:00:41] Pia: Here's four ways to create it. So the first one is inclusion. Create time for individuals and really listen openly. As we know, we may process the changes in differing times and in differing ways, but creating a regular forum to share the experiences creates a better sense of connection and empathy, and then we can really help to speed the processing through the grief curve.
[00:01:06] Dan: And the second stage, as you'll remember, is learning inclusion. So lead the way in emitting failures and showing a willingness to learn. Demonstrating your own vulnerability as a leader allows others to do the same. You know, keeping everything bottled up may actually lead to an no amygdala hijack or two, so don't do that. Sharing how it feels, normalizes things and enables us to process faster and move through the change curve.
[00:01:32] Pia: And then the third stage contribution. So how do you use team processes to hear all the voices? So look at your channels of communication across your team and think about how best to utilize them to help your team to communicate better with each other. You know, if you're hybrid, this is an all important way to keep the comms channel open and you across how the team is going.
[00:01:57] Pia: And final one is challenge your safety. So using radical candor. That's talking straight and caring deeply. Change sometimes does require some straight talking, but it's how we do it that's so important. If our intent is positive and our empathy high, we can challenge the way we do things. Even some of the things that we hold dear. And with that let go of old ways and embrace new opportunities. Challenging could be optimal when the other three levels are already developed. 'cause then trust is high and the openness to new approaches is more available.
[00:02:35] Dan: So if you are in the midst of a change initiative, what would you prioritize as a key action to move towards psychological safety, inclusion, learning, contribution, or challenger safety? I. What will you do differently for the team this week and how can you involve them in setting up the most inclusive and safe environment? The very active involving them in your planning encourages psychological safety.
[00:02:57] Pia: They say a problem shared is a problem halved. So creating the right environment for all your team's voices to be heard is important and especially so in times of the volatility of change. Knowing next how to best structure our conversations with individuals is going to be the topic for next week. So enjoy experimenting your week ahead and see you then.