Tywauna Wilson, MBA, MLS (ASCP)CM’s Post

Do you feel safe enough to be honest about when you're not working- letting your colleagues know that you're not available? Or safe enough to say that you're struggling with something? #psychologicalsafety is paramount, not just for providing feedback and development to our managers as outlined in the article, but to empower us to be flexible and honest in our actions at work. Yet, only 26% of our leaders create psychological safety for their teams. In fact, the article below shows how some even fake it - to the detriment of everybody. So how can we bring our whole selves to work? Being open and honest, offering constructive criticism, being more visible in our work? These things are key to making #hybrid work thrive. Otherwise, knowledge, activities and goals become hidden. We tend to work more individually and less collaboratively. A few things that can help: ⛑ Be curious, ask questions from the team as much as you direct them ⛑ Show that you are listening in meetings and digital conversations ⛑ Try not to place blame, instead look at how we can move forward ⛑ Be yourself. Share details about you as a person and interests outside of work. Encourage colleagues to do the same ⛑ Acknowledge and express gratitude for input from others ⛑ Share mistakes and failures. Look for opportunities to even celebrate these (such as f&*k-up nights) ⛑ Have non-judgemental spaces for sharing both problems and ideas ⛑ Try not to attend every meeting as a leader. Show trust in the team https://lnkd.in/gTVjQTnX #collaboration #teamwork

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai

What quadrant of the psychosocial safety matrix do people see you sitting in? The 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙢𝙖𝙩𝙧𝙞𝙭 is a tool measure a team's psychological safety level. Does your team believe it is safe to take interpersonal risks within a group, such as speaking up, sharing ideas, and expressing concerns, without fear of negative consequences? 𝙏𝙝𝙚 𝙖𝙪𝙩𝙤𝙘𝙧𝙖𝙩𝙞𝙘 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager makes all the decisions without consulting the team, leading to low psychological safety. Team members may feel that their opinions and ideas are not valued or heard, making them hesitant to speak up or share their thoughts. 𝙏𝙝𝙚 𝙥𝙖𝙧𝙩𝙞𝙘𝙞𝙥𝙖𝙩𝙞𝙫𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙨𝙩𝙮𝙡𝙚 is where the manager involves the team in decision-making and encourages feedback and input. This management style can lead to higher psychological safety levels within the group. 𝙃𝙞𝙜𝙝-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨 tend to have a higher level of psychological safety than low-performing teams. In high-performing teams, team members feel that they can trust each other and that their contributions are valued, making them more comfortable speaking up and sharing their thoughts. In 𝙡𝙤𝙬-𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, team members may feel that they are not valued or that their contributions are unnecessary. We often find that disengaged teams have a lower level of psychological safety, where team members are less likely to speak up or share their thoughts. Managers should know how their leadership style impacts their teams' sense of well-being and trust. Psychosocial safety isn't just a buzzword; it's a dynamic phenomenon that can make or break your team's success. #PsychoSocialSafetyMatrix #ManagementStyle #LeadershipStyle #ISCJobs #AnnZaslowRethaber 📹Shade Zahrai