Fostering a Culture of Openness in the Workplace

Have you ever felt the need to bite your tongue at work, fearing that what you say could lead to punishment or humiliation? It’s a common scenario but one we need to change urgently for greater and healthier workplaces.  En español diríamos: te muerdes la lengua y te envenenas... de todo lo que tienes guardado y no has podido contar. #1:Understand What Psychological Safety Is Psychological safety, a concept introduced by Harvard Business School professor Amy Edmondson, is the belief that team members can take risks, express ideas and concerns, speak up with questions, and admit mistakes without fear of negative consequences. I became obsessed with it while working at Google and being a spokesperson about creating high performing teams. Remember, it’s not about being overly nice (I talked about toxic positivity last week) ; it’s about fostering authenticity and trust within the team. #2: Recognize Its Importance Psychological safety is crucial for sound decision-making, innovation, and operational efficiency. Why? Because when people feel safe, they engage more, share their creative ideas, and contribute to the team’s collective intelligence. Examples: - Imagine a team where members feel empowered to point out potential risks in a project. This openness can prevent costly errors and lead to better outcomes. - Think about a brainstorming session where no idea is too wild or far-fetched. This creates a breeding ground for groundbreaking innovations. #3: Implement Practical Steps to Foster Psychological Safety Creating a psychologically safe environment isn't a one-off task; it's an ongoing commitment. Some best practices I can recommend: - Encourage Open Communication: Make it clear that every voice matters. Regular feedback sessions and open-door policies can help. - Lead by Example: Show vulnerability as a leader. Admit your own mistakes and ask for feedback. It signals to your team that it’s okay to be human. This is the most difficult, I know. You might need your therapist to help you out. 😂 - Prioritize Employee Input: Actively seek and value your team’s input and suggestions. It demonstrates that their perspectives are essential for the company’s success. Now it’s your turn. Take these steps and start creating a safe space for your team to thrive. Let’s make it happen. What strategies have you used to foster psychological safety in your team? Share your experiences in the comments below! If you found this article helpful, don’t forget to like and share it with your network. #Leadership #TeamBuilding #PsychologicalSafety #WorkplaceCulture #Innovation

Stop beating a dead intranet. If you’re leading employee communications, your job is NOT to shout carefully vetted messages from the ivory tower. Megaphones are for marching bands, not modern workplaces. The age of decreeing messages from the higher-ups with the expectation of silent compliance is over. We're in the era of dialogue, baby. The role of internal comms leaders is to create spaces where conversation flourishes—less shouting into the void and more stimulating discussion and debate. But organizations are still preaching from the corporate pulpit, expecting rapt attention from the masses. We're hoarding communication channels at the top while the rest of the organization starves for a voice. So why aren't companies democratizing communication? 1. Fear of relinquishing power: There's this stodgy notion that open communication equals chaos. In other words, fear rules the land, with lords worried about losing control if the serfs start having a say. 2. The illusion of open-door policies: Slapping an "open-door" label on a fundamentally closed communication system doesn't magically make it inclusive. 3. Hierarchical hangovers: The corporate ladder is still a thing, and it's casting long shadows over who gets to speak and who gets to listen. 4. Lack of tools (or will) to change: Either organizations are stuck with tools from the digital Stone Age, or there's resistance to adopting new platforms that foster open dialogue. But they should reconsider because… ⚡ Great ideas can come from anywhere, not just the C-suite. Open communication channels are where innovation thrives. ⚡ Employees who feel heard are employees who stick around.  ⚡A vibrant, open communication culture is the best kind of strategy an organization can hope to have. ⚡ When communication flows freely, trust follows. And in today's world, trust is the currency of choice. So, how can you get started democratizing your internal comms? 1. Adopt the right tools: Invest in platforms that are designed for the modern workplace, where dialogue, not monologue, is the default setting. Hint: your emailed internal newsletter and your creaky intranet site aren’t it. 2. Flatten the communication hierarchy: Encourage leaders to mingle in the digital town square, sharing, commenting and—most importantly—listening. 3. Train, don't just tell: Equip everyone with the skills to communicate effectively in an open environment. 4. Celebrate the voices: Recognize and reward those who contribute to the conversation. Make it known that every voice matters—and mean it.  #internalcommunications #employeecommunications #ThatAshleyAmber

In high-performing teams, psychological safety is the foundation for success. Here’s how we can cultivate it together: Imagine a workplace where everyone feels safe to share their thoughts and ideas. It starts with active listening. When you genuinely listen to yourself and your colleagues, you create an environment of trust and openness. Picture a team meeting where every voice is heard, and diverse perspectives are valued. Next, identify the issues that arise from these conversations. Maybe it’s a recurring challenge or a new idea that needs attention. Recognizing these issues is the first step towards positive change. For instance, consider a team that consistently struggles with communication. By acknowledging this, you can begin to address the root cause. Now, it’s time to create change. Develop a new social contract by setting clear boundaries and defining new behavior patterns that support psychological safety. Think about establishing norms where feedback is constructive and everyone feels respected. For example, a team might agree to have regular check-ins where they discuss what’s working and what’s not. Test and experiment with these new behaviors. It’s like trying out new tools in your toolkit to see which ones work best for your team. Maybe you introduce anonymous feedback forms to ensure everyone can voice their opinions without fear. Observe how these changes impact the team dynamic. Finally, establish routines that reinforce these positive behaviors. Consistency is key. When new patterns become part of the daily routine, they create a lasting impact. Imagine a workplace where open communication and mutual respect are the norms, not the exceptions. Remember, psychological safety is not a one-time effort. It’s an ongoing process of listening, adapting, and evolving. By prioritizing this, we not only enhance our well-being but also drive innovation and success. Together, let’s create workplaces where everyone feels safe, valued, and empowered to contribute their best. #HighPerformingTeams #PsychologicalSafety #WorkplaceWellbeing #TeamSuccess #InclusiveLeadership

The silent killer of your team efficiency: Closed communication. Closed communication loops can stifle innovation, breed resentment, and hinder progress. A 5-step plan to break out of closed communication loops: 1. Establish 'No Interruption' Zones • Set dedicated times for open discussion where all team members can share their thoughts without fear of interruption • Create a safe space by establishing ground rules, such as no judging, no interrupting, and respecting all perspectives • Encourage participation from everyone, especially quieter team members who may hesitate to speak up in typical meetings 2. Conduct Communication Audits • Regularly assess the effectiveness of your communication channels in promoting open dialogue and collaboration • Use anonymous surveys or one-on-one interviews to gather honest feedback about communication strengths and weaknesses • Analyze the data to identify patterns, bottlenecks, and areas for improvement in your communication processes 3. Implement 'Silent Meetings' • Begin meetings with a period of silent, written communication where all participants write down their ideas, questions, and concerns • This approach levels the playing field, giving everyone an equal chance to contribute without the pressure of speaking up in front of the group • Review the written feedback as a team, addressing each point and ensuring all voices are heard and valued 4. Encourage 'Active Listening' Workshops • Provide training for your team on the principles and techniques of active listening • Teach skills such as paraphrasing, asking clarifying questions, and maintaining an open, non-judgmental attitude • Practice active listening in role-playing scenarios and real-world conversations to build trust and foster two-way communication 5. Analyze Open-Door Policy Effectiveness • Gather data and feedback to evaluate the true openness and accessibility of your leadership team • Track metrics such as the frequency and duration of employee-initiated conversations, the diversity of individuals who take advantage of the open-door policy, and the outcomes of these discussions • Use this information to identify gaps between the intended and actual effectiveness of your open-door policy, and take steps to bridge those gaps Remember, breaking out of closed communication loops is an ongoing process that requires consistent effort and commitment from all levels of the organization. Start small, be patient, and lead by example. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

The times I learned the most about my team and the times I connected most with my team didn’t happen in my office . . . it happened on the flight line, at base operations, out in the field spending time with my team in action. An open-door policy is a common leadership practice—inviting team members to come to you with their concerns, ideas, or challenges. There’s nothing wrong with it. But there’s a significant difference between being available and being truly engaged. A reactive open-door policy means waiting for your team to approach you. While it’s important, it often leaves the responsibility on them to initiate the conversation. In my experience, this can create a barrier, especially for those who might be hesitant to speak up. Contrast this with a proactive approach: blocking time on your calendar to walk around, check in with your team, and engage in meaningful conversations. It’s about taking the initiative to connect with people, understanding their needs, and offering support before they even have to ask. This proactive engagement not only builds trust but also fosters a culture where communication flows freely, and challenges are addressed before they escalate. As leaders, our goal should be to create an environment where our teams feel seen, heard, and supported. So, keep the door open, but don’t forget to get out of your office and connect with your team. #leadership #LeadershipDevelopment #FlyingInTheFaceOfFear