Chuck Sheron, M.Ed.’s Post

Great insights Chuck! Thanks for posting this. With years of CPR First Aid training experience I found myself analyzing what I could have done better once the EMTs arrived and we were able to step back from the situation (typical operations after action review mindset with a touch of perfectionist 😂), but the critical step that the five of us executed perfected was our immediate decision to act. ✅ The best time to consider and decide on our willingness to help respond to an #emergency is prior to the emergency. Consider what are you willing to do (cpr and/or rescue breathing) and what first aid training and supplies are needed to provide that level of care safely?

Tara Robertson, CPCC, ACC reminds us of this important article by Timothy R. Clark and distills down the steps for the person with the most power in the room. Decentralizing power and privilege like this can create psychological safety for all, and these are concrete steps that can help you achieve this in a space. Personally, I lean into creating a sense of warmth and informality, buffering strong personalities, and role modelling vulnerability; I think these three actions show that no one knows everything, and that we are all here to learn and grow in the conversation, not to perform for or compete with each other. I link vulnerability to Humility and Courage, which I think are two of the most important traditional teachings that we can emulate from Indigenous leadership models. #privilege #power #decolonize #indigenize #leadershipdevelopment #psychologicalsafety #edi #dei #diversity #equity #inclusion https://lnkd.in/dabwUamM

As the person with the most power in the room, what can you do to create psychological safety? Timothy R. Clark's article about this was published in HBR a year ago today. Link in comments. He offers 10 ways to do this: 1. Assign someone else to conduct the meeting. 2. Don’t sit at the head of the table. 3. Create warmth and informality. 4. Model acts of vulnerability. 5. Stimulate inquiry before advocacy. 6. Reward challenges to the status quo. 7. Push back with humor and enthusiasm. 8. Buffer strong personalities. 9. Listen and pause. 10. Give highly targeted praise and recognition. Which ones have you seen be most effective?

Great tips! #psychologicalsafety

Why do teams go above and beyond? Many factors come into play. Perhaps they love what they do, and who they work with or have a company culture that supports, encourages, and leads by example. I asked this question recently when I was on the receiving end of what it feels like when teams go above and beyond. My husband experienced a medical emergency at his place of employment recently (he’s doing great now). I received the call from HR notifying me of the situation but it didn’t stop there. I received updates from them on my way to the hospital of his condition as they were receiving it. Wow. At the hospital, his boss showed up to ensure I had someone to sit with while tests were conducted. Double wow. I was filled in on what transpired and learned the company’s response teams arrived within minutes when their emergency plan was set in motion. After experiencing the genuine care and kindness from the various team members, I had to write to the CEO to make him aware that not only was their emergency response plan a success but that I was touched by the genuine kindness I experienced. I put the letter in the mail and hoped he would receive it. A month later I was surprised to receive a response. Not an e-mail or a typed letter but a personalized handwritten note from the CEO. I had the answer to my question and I remembered the quote below. #leadership#aboveandbeyond#kindness#leadbyexample

I'm currently writing a blog post about my experience with Performance Improvement Plans (PIPs) as a #neurodivergent employee. (I also have some exciting news related to this topic coming up very soon! 🤫) In the post, I delve into the lack of #PsychologicalSafety established between myself and my manager at the time (the one issuing the #PIP to me). What was strange, and made the situation all the more confusing and disorienting, is that my skip-level manager at the time did literally everything described here in Tara Robertson, CPCC, ACC's post, which made me feel a high level of psychological safety. More than I'd experienced in any other previous role, in fact. So when my actual manager would do the opposite, yet the two seemed to be "on the same page" about things, it made me feel crazy. It felt manipulative. Like they were conspiring against me. I'm sure this situation isn't unique to me, as unfortunate as that may be. I'll share the post here as soon as it's done (along with my exciting news 😜). Does this resonate with you? What has your experience been with psychological safety in the workplace? Or PIPs, for that matter? Commiserate with me. 😂🫶 - Follow me to demystify #neurodivergence and fall in love with your 👽weird + wired⚡ brain! Visit weird-wired.com to learn more 🧠 #ADHD #Autism #AuDHD

Does your organization welcome curiosity? Join the CRE8 Force team this week as they discuss some tips and tricks to creating a psychologically safe environment and some of the benefits. #psychologicalsafety #dei #leadershipgrowth #leadership #diversityandinclusion #diversity #linkedinlearning

What exactly is “psychological safety,"—and what happens when it’s missing in a work environment? In this post, I share ways you can use your influence to promote a culture of psychological safety, and what to do if those efforts fail. #careersuccess #phychologicalsafety #leadership

W3 IMPACT Bulletin: Amy Edmondson's research on psychological safety is referenced constantly, and yet the challenge is turning her theories into practice and assessing impact. While psychological safety sounds simple, spotting it and addressing fear in an organization are challenges for most leaders. As Drucker said, you can't improve what you can't measure. To determine whether your organization is fearless and pscyhologically safe, start small with achievable metrics. Check the full article for actionable insights. Let's create safe, open cultures where every voice matters! #Leadership #PsychologicalSafety #teamsuccess

I appreciate this book so much. Lots of research about the importance of psychological safety in the workplace but not as much on how to get there.