Does your team have the critical factor to be a high-performing team?
In 2012, Google set out to find what made it’s best teams better than the rest. After analyzing the data on 180 of its teams, it concluded that there were 5 critical factors for determining the highest-performing teams.
What is the #1 factor? It is the team members’ belief that they could speak up with ideas, concerns, questions, and mistakes without being humiliated, embarrassed, ostracized or otherwise punished by the leader or the rest of the team.
This is called psychological safety and is not only the #1 factor for building a high-performing team — it’s the gateway to the remaining 4 distinguishing factors.
Psychological safety is not about being nice — it’s about engaging in productive conflict and choosing to be respectfully candid over staying silent and safe.
How often do you censor yourself and decide not to say something because you don’t want to stand out or sound uninformed? How often might your team be doing that?
Google’s findings were borne out by 20 years of research done at Harvard Business School by Novartis Professor of Leadership and Management, Amy Edmondson: psychological safety is critical to creating a high-performing team.
Teams with psychological safety learn more, innovate more, and produce better results than other teams — an important distinction, especially in today’s age of information, collaboration, and complexity.
Measuring Psychological Safety
I’m one of 18 coach/consultants in North America, certified in Psychological Safety through Noomii and the Fearless Organization. Whether you want to move forward with one team or many, my fellow coaches and I can serve your needs. You’ll have access to a simple but powerful team scan to survey the psychological safety on your team(s). Then, based on the team results, together we can develop a plan to address any issues of concern.