Ah, click bait. I hate those headlines, so I won’t keep you in suspense. The secret is:
When Google investigated what makes a high-functioning team (see NYTimes article), they discovered that the teams in which people spoke up about equally were the most productive, creative, and efficient. The biggest requirement for people to be able to speak up about equally was psychological safety.
To save you the trouble, I’ve gathered some definitions of what makes a space psychologically safe from various experts:
Amy Edmonson of Harvard from her TED talk:
1) Encourage everyone to contribute
2) Listen to one another
3) Review / repeat people’s points
4) Avoid dominating or interrupting
5) Be caring, curious, and nonjudgemental
John Looney, Principal Engineer, Intercom
When I worked for Google as a Site Reliability Engineer, I was lucky enough to travel around the world with a group called “Team Development”. …The biggest finding was that the number-one indicator of a successful team wasn’t tenure, seniority or salary levels, but psychological safety.
1) Make respect part of your team’s culture
2) Make space for people to take chances
3) Make it obvious when your team is doing well
4) Make your communication clear, and your expectations explicit
5) Make your team feel safe
Dale Carnegie on Uncovering Leadership Blind Spots (and Discovering thePathway to Motivating Your Employees)
These characteristics of leaders bring out the best in employees:
1) Sincere appreciation and praise are essential
2) Employees demand leaders who can admit when they’re wrong
3) Honesty and integrity in action drive engagement
4) Effective leaders truly listen to and value their employees’ opinions
Talia Dashow, Play Professional
1) All of the above!
2) Set up a culture where there is no failure, only feedback
3) Play is a great way to practice taking chances and speaking up
4) Some ideas need to grow before they can withstand criticism – give them that time
I’m sure there are more definitions out there, but this is a sampling of what you should look for in your own team environments. Do people listen to each other? Do people ask clarifying questions? Do people dismiss any idea that’s not their own? Do people admit to mistakes? Do people make others pay for their mistakes over and over again?
You probably know most of this stuff already – you know if there is space for your ideas or not. You know if people share their ideas with you, or not. These lists are here to give you some ideas of how to fix things if participation is out of balance.