The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth

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Acredito que será um daqueles livros que vou constantemente voltar a ter contato para aperfeiçoar o entendimento e conseguir aplicar os conceitos apresentados na prática.

The Fearless Organization - MVCC The Fearless Organization - MVCC

They do this by demonstrating ‘situational humility’ (by admitting that they don’t know the solution to every problem), asking good questions and listening intently to the answers, and setting up processes and structures within the organization that encourage input. Some years ago, the chief scientific officer at Eli Lilly introduced “failure parties” to honor intelligent, high-quality scientific experiments that failed to achieve the desired results. A much better book could have come from taking Chapter 7 as a basic outline and developing from there. Parents were not listened to when they raised concerns, and a culture of bullying, anxiety and fear of speaking out resulted in repeated and almost identical failures.

They both help to create more humane workplaces where people are able to focus their energy and their efforts in being creative, collaborating to solve problems and create new products and services.

Psychological Safety – Amy C. Edmondson

I don’t want my team to burn calories on anxiety so that they don't have the resources to do their best. Knowledge work requires teamwork and collaboration; it requires that people are engaged and switched on, able to use all their talents and creativity to solve hard and novel problems. Too bad some of our bosses do not care about reading nor learning about how to run companies better.I knew about the google example from before and had the privilege of working for good organisations so far. Psychological safety describes a climate where people feel safe enough to take interpersonal risks by speaking up and sharing concerns, questions and ideas.

By Amy C. Edmondson - Paul Arnold Consulting

The person might want to first learn more about the potential impact of those ideas and the forms in which they could be expressed. And here’s a good example of that:“ Sometimes you don’t know who you’re leaving out until you begin not leaving folks out” – Using Gender-Affirming Language to Support Psychological Safety(in respect to maternity care).They found that there was a culture of mistakes being hidden, and where mistakes were surfaced, they were not investigated. Being able to see and articulate the issues around you is immensely powerful, and The Fearless Organization is a great lens with which to view them. If a team aren’t even sure where to focus their vision, take a look at the “Cover Story” exercise further below. First few chapters are kind of a drag, as they are used to explore the idea of "psychological safety" and how important it truly is. The lack of simple cause-effect relationships in uncertain, ambiguous environments reinforces the importance of productive responses to outcomes of all kinds, but especially to bad news outcomes.

The Fearless Organization Quotes by Amy C. Edmondson - Goodreads The Fearless Organization Quotes by Amy C. Edmondson - Goodreads

Because these same helpers are the best to point us in the right direction-sometimes, if we want to improve our quality of service.This week in the UK, The Ockenden Report released findings into theShrewsbury and Telford NHS Trust maternity services. With so much riding on innovation, creativity, and spark, it is essential to attract and retain quality talent--but what good does this talent do if no one is able to speak their mind? In the final part of the book, Edmondson sets out a ‘leader’s toolkit’ for creating a ‘fearless organization’. Psychological safety enables candor and openness and, therefore, thrives in an environment of mutual respect. The first part introduces the basic ideas and understanding of psychological safety, and also gives a brief history of the subject and of the growing interest in it.