Keen to improve psychological safety, trust and performance?
Watch, read and explore the tools below.
Watch.
This is how we define psychological safety.
Leading to Improve Psychological Safety
Pathways for improving and deepening the psychological safety and performance of your team.
The 30 Day Team Reset |
Online Course
This course is a leadership programme for improving the performance and psychological safety in your team in 30 days. It will also simplify your workflow and reduce work overload and fatigue.
The course is like a goal setting, workload and accountability refresh for leaders.
Each tool is designed to be simple and effective to use and comes with walk through videos. The videos show how can use each tool to build and reinforce both performance and psychological safety in your team.
Performance Partnership Playbook | Online Course
This online playbook is a leadership toolkit for developing Performance Partnership skills - the opposite of the ‘command and control’.
If you’re leading a team who work with their minds (knowledge workers) Performance Partnership is the key to managing and leading your team effectively.
This course covers team leadership, key stakeholders, team performance improvement and your own ongoing growth and resilience as a leader.
Performance Leadership |
Coaching
This coaching programme is for leaders who want to design a leadership style that creates excellence at a team and leadership level while building trust and promoting psychological safety.
With proprietary frameworks and resources, you’ll have everything you need to make a positive impact and a lasting legacy - without the hours and the stress loads you’ve become used to. You’ll learn how to create psychologically safe performance while working within the constraints of your current organisational culture, no matter who is on your team, or where they are based.
Read.
A model for leaders: The Psychologically Safe Performance Model
“Trust is one of our values. The problem is, we don’t really understand how to build it as a company.”
I’ve heard that often from leaders. The intent exists, yet it’s restrained by an absence of practical frameworks that enable leaders to skilfully integrate trust while pursuing the-seemingly contradictory need for performance. For many companies, it means that despite those great intentions, companies aren’t just failing. They’re creating a say/do gap that undermines trust - and performance - even further.
Having intent but no way to follow through is just as frustrating for leaders. It’s easy to feel as if you have all the responsibility and none of the authority - or tools - to make the changes you need. Changes that would transform experiences and outcomes for you, the team, and the organization.
The pandemic only increased the pressure by changing the playing field beyond recognition. Yet many rules have remained the same with regards to how people and results are managed.
The truth is, we know what psychological safety and trust feel like, but the ‘how’ of creating both feels murky and complex. Especially when we’re also up against the hard demands for performance.
So how can leaders instil trust and safety in the team during complex and uncertain times, without sacrificing the pursuit of performance?
Articles
These articles are from our LinkedIn Newsletter The Psych Safe Project. To get these delivered direct to your inbox, subscribe below.
Tools
Explore leadership tools with a performance focus and psychological safety in their DNA.
Feedback & Accountability Kit
Giving feedback is hard, awkward and critical for peak team performance.
This kit gives you the tools and guidance you need to provide valuable one to one feedback, mine productive feedback from the team, and work feedback loops into your business.
Team Workshop Swipe Files
Workshops are a great way of creating great bonding moments that result in stronger cohesion and better collaboration. Yet more often than not, they don’t.
These swipe files give you a structured way to conduct team workshops that get practical results and great engagement.
Exit Guides
Exiting a team member is one of the least enjoyable tasks a leader has. It also throws a team into uncertainty and insecurity, which leads to a loss of psychological safety and trust, followed by a sharp drop in engagement and productivity.
This set of three guides gives you the tools you need to navigate redundancy for the leaver and the team. With transparency, humanity and dignity, and reduces survivor guilt and team disruption to a minimum.