pSychological safety

There are three steps to the scan 

• A one hour briefing of the team on Psychological Safety and
  why it matters in a team, the wider business and for them, as individuals.
• A short five-minute survey to be completed by the team.
  This includes the questions that Dr Amy Edmondson has
  been using for years which have been validated to be a
  reliable indicator of safety. 
• A three hour team debrief, where we explore the results and reflect on what might be happening within the team and what options are available to them. 

Typically, this can be completed within two weeks. Time that is well spent to raise awareness of how Psychological Safety may be showing up in a team and then how to begin to address such an important topic. 

Bazil Arden and Sophie Manton have been certified by Fearless Organisation to run the scan with your teams.

This series of sessions aims to build awareness and understanding of the
underlying mechanisms of Psychological Safety with specific techniques on how
you can begin to improve safety. 

We focus on four elements which influence safety. 

• Raise awareness – by attuning people to sense when safety is low so that
  they can begin to do something about it. 
• Learn and adapt – by reframing failure and evolving an attitude of
  experimentation and reflection. Psychological Safety speeds up and
  improves the quality of learning. This is especially important in a volatile
  and uncertain world, where our ability to adapt is key to survival. 
• Have real conversations – by having candid conversations where we are able to openly discuss the difficult challenges and not settle for artificial harmony. 
• Create the space – by enabling everyone to bring their full selves to work through sharing perspectives, increasing diversity and deepening exploration.  

Two x Three-hour Training Workshops	Four x One-hour Team Coaching Sessions
Two three-hour workshops will help your team to understand and explore the elements of safety.   The workshops tie this into other related frameworks, like ‘The five dysfunctions of a team’ by Patrick Lencioni and Daniel Pink’s book, ‘Drive’, where he defines ‘Intrinsic motivation’, based on Autonomy, Mastery and Purpose.	This is followed by four one-hour sessions, every two weeks, to give people the focus and space to practice these subtle techniques and begin to change habits.   Each session focuses on one of the four elements. Choose a technique to practice and we reflect and distil lessons from experiences in the previous two weeks. We aim to create a self-sustaining cycle of practice, learning and support, which can continue beyond our engagement.

Importantly, the aim is NOT to grow psychological safety, as nice as that may be! It is to cultivate the psychological safety ‘soil’, in order to grow the business and personal benefits.