In a galaxy not too far away, psychological safety exists
October 26, 2022 | Mark Altman
How does someone take simple and immediate steps to create trust within their team?
Below are some techniques that will assist you in conversations that lead people to feel safe sharing their truths.
Creating trust is easier said than done, right?
A concept that has resonated with me is that the Jedi codes state power should be used to defend and protect, never to attack. If you are in the position of an illustrious Jedi warrior, it is your duty to protect the people you serve. A Jedi would say that your job as a leader is to:
- Create trust and openness
- Sustain positivity while being able to speak your mind
- Notice how team members are feeling and be able to ask them about it
- Be vulnerable with team members and have them be vulnerable back with you
This is Psychological Safety.
The great philosopher, Yoda, once said, “Fear leads to anger. Anger leads to hate. Hate leads to suffering.” Quiet quitting and a deteriorating culture are not overnight issues. Sure, one interaction can start the process, but most people would give others a second chance. The chain reaction begins when employees fear their manager because of negative interactions. Then, those employees become angry and disengaged. Finally, they leave. If you pay close attention during your interactions, you may notice that they are unhappy, but what do they owe you? You may not have given them a reason to be honest at all.
Here are some steps and strategies to create and foster trust.
- Ask for permission to give feedback, as well as ask for it yourself.
- Understand how and when to provide feedback so they are bought in.
- Ask about past experiences and what to do or what to avoid when delivering feedback.
- Share the intention of your conversation and address the elephant in the room.
- No one likes surprises.
- Share with the employee your thoughts or feelings and allow them time to respond.
- Provide the objectives as well as expectations; be clear.
- Ensure to be clear with your expectations so there is no room for ambiguity.
- Model positive affirmation.
- When someone shares their opinion in a meeting, thank them for sharing and let them know you value their feedback.
Listen to the MindsetGo podcast here for more information.
May the trust be with you.
Enjoy this post? Contact us at MindsetGo to empower your leaders and teams to build confidence, develop skills, and shift mindsets and habits for lasting change.