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Three Steps for Disrupting Bias on Your Team
High-performing teams foster a culture of feedback on unconscious bias through consistent, compassionate rituals, as proposed by Kim Scott, encouraging open dialogue, shared vocabulary, and a commitment to normalize bias correction in order to build lasting habits.
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The 3i Creativity Model (Improvisation)
Successful teams, much like jazz ensembles, thrive on fluidity and adaptability, embracing mistakes as opportunities for growth while fostering a culture of improvisation and collaboration to navigate constantly changing environments.
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Build Trusting Teams
A strong company culture is built on trust, where empathy and vulnerability foster a safe environment for employees to admit mistakes, seek help, and learn together, ultimately enhancing organizational strength and collaboration.
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Helping Teams Thrive Within a Circle of Safety
Leaders must create a “circle of safety” by protecting employees from internal dangers like politics and toxicity, fostering an environment of trust and cooperation that allows individuals to reach their full potential and effectively address external challenges.
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Help Your Team Come Together with Psychological Safety
Google’s research revealed that team success relies not on member qualities but on psychological safety, characterized by equality in conversational turn-taking and social sensitivity, which can be fostered by leaders through inclusive practices and attentiveness to team dynamics.
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How to Give Constructive Feedback
Effective feedback requires a delicate balance; establish psychological safety through praise, provide specific recommendations, and use the COIN Model to guide the conversation, ensuring the recipient feels supported and motivated to improve over time.
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Create Psychological Safety for Your Team
In today’s workplace, fostering psychological safety—where team members feel secure and valued—is essential for maximizing potential, requiring leaders to confront their own insecurities, encourage open communication, and recognize individual contributions.
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Disagreeing with a Purpose
Workplace expert Amy Gallo emphasizes that embracing and normalizing disagreement can foster innovation, strengthen relationships, and create a more inclusive environment, urging colleagues to express differing opinions productively rather than avoiding discomfort.
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Archetypes of Difficult People (The Exhaustors)
In her video lesson, workplace expert Amy Gallo explores how to effectively coexist with difficult coworkers—such as biased individuals, pessimists, victims, and passive-aggressive peers—by fostering psychological safety and encouraging open communication.
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Keep Yourself and Your Team Calm Under Pressure
In this video lesson, former fighter pilot Guy Snodgrass shares strategies for maintaining composure under pressure, emphasizing that calmness fosters a steady environment, enhances decision-making, and encourages effective communication within teams facing adversity.
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Share Your Flaws to Spike Psychological Safety
Organizational psychologist Adam Grant emphasizes that leaders must establish psychological safety by openly criticizing themselves, as this encourages candid feedback and helps individuals reach their full potential, especially in environments where fear of judgment prevails.
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Choose to Be a Coach
Organizational psychologist Adam Grant emphasizes that effective leaders balance encouragement and constructive criticism by acting as coaches, helping individuals recognize their strengths and weaknesses while fostering personal growth through self-awareness and feedback.
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Four Steps for Building a High-Impact Team
To cultivate a team of impact players, leaders must encourage risk-taking, create a psychologically safe environment, and actively recruit individuals who are comfortable with ambiguity, confident in problem-solving, and eager to learn and grow.
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Lead a Healthy Failure Culture
Brené Brown and Amy Edmondson emphasize that embracing failure fosters innovation and creativity, advocating for a culture of shared awareness and psychological safety where failures are normalized, celebrated, and approached with empathy and humility.
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Interrupt Complex Failures
Harvard researcher Amy Edmondson emphasizes the importance of addressing subtle signals of potential problems early, advocating for vigilance and open communication to prevent complex failures that arise from ambiguous threats.
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How to Fail Intelligently
Harvard researcher Amy Edmondson suggests that while failure is often viewed negatively, some mistakes can be beneficial, and we can learn to avoid or mitigate unfavorable errors by adopting a smarter approach to failure.
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How to Work with Key Decision Makers
In her video lesson, brand designer Debbie Millman emphasizes the importance of clear communication and addressing artificial harmony in collaborative design processes to ensure mutual understanding and effective conflict resolution.
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Unlocking the Secrets of High-Performing Teams
An emotionally intelligent team, as described by psychologist Daniel Goleman, can quickly foster a supportive environment that enhances self-awareness, trust, and collaboration, creating an emotional oasis amid organizational challenges.
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Sustaining Excellence with Emotional Intelligence
Psychologist Daniel Goleman refers to the “optimal state” of peak performance, where tasks flow effortlessly and accomplishment fuels energy, and emphasizes that it can be achieved through mindfulness, focus, and emotional intelligence at individual, team, and organizational levels.
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Key Ingredients of a Strong Corporate Culture
Forbes highlights that companies with strong cultures can achieve 4x revenue growth, and Executive Advisor Tiffani Bova emphasizes that trusted leadership, cross-functional collaboration, and diversity of thought are essential for fostering an engaging work environment that benefits both employees and customers.
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Handling the 5 Hard Truths of Crisis Management
In a crisis, leaders must pause to acknowledge five hard truths—about the severity of the situation, the inevitability of secrets surfacing, the potential for negative portrayals, the likelihood of accountability, and the opportunity for organizational improvement—to develop resilient strategies for effective management.
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Build a Decision-making Culture
Organizational culture, crucial for effective decision-making in crises, emphasizes psychological qualities like collaboration and trust, as highlighted by former U.S. Treasury Secretary Timothy, who advocates for diverse perspectives and a supportive environment free from competitive behavior.
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Manage Conflict
Avoiding conflict can lead to greater issues later, so leaders should address disputes promptly, ensuring all parties feel heard, while also sharing the emotional labor of conflict management to foster a smoother organizational environment.