[teampractices] [FYI] connection between great teams and psychological safety

Mon Feb 29 17:41:37 UTC 2016

https://www.mediawiki.org/wiki/Team_Practices_Group#Practices_Library

and

https://www.mediawiki.org/wiki/Team_Practices_Group/Recommended_Reading

*--Joel Aufrecht*
Team Practices Group
Wikimedia Foundation

On Mon, Feb 29, 2016 at 9:38 AM, Anne Gomez <agomez at wikimedia.org> wrote:

> Thank you for sharing this, Kevin. I was thinking about sharing it more
> widely last week, but didn't get a chance.
>
> Is there somewhere that TPG (or anyone) has accumulated links about things
> like this besides the archives of this mailing list?
>
> Anne
>
> On Mon, Feb 29, 2016 at 8:56 AM, Mukunda Modell <mmodell at wikimedia.org>
> wrote:
>
>> psychological safety — a group culture that the Harvard Business School
>>> professor Amy Edmondson defines as a ‘‘shared belief held by members of a
>>> team that the team is safe for interpersonal risk-taking.’’ Psychological
>>> safety is ‘‘a sense of confidence that the team will not embarrass, reject
>>> or punish someone for speaking up,’’ Edmondson wrote in a study
>>> published in 1999
>>> <http://web.b.ebscohost.com/ehost/detail/detail?sid=e55fd191-97da-4b52-a54d-d1ae6abb0a6e%40sessionmgr111&vid=1&hid=115&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=2003235&db=bth>.
>>> ‘‘It describes a team climate characterized by interpersonal trust and
>>> mutual respect in which people are comfortable being themselves.’’
>>
>>
>> This is precisely why I like being a part of #releng, and I think it does
>> indeed contribute quite a bit to working effectively "#together."
>>
>>
>> On Fri, Feb 26, 2016 at 12:27 PM, Subramanya Sastry <
>> ssastry at wikimedia.org> wrote:
>>
>>> I read that article as well .. To me, this section stood out:
>>>
>>> *"What Project Aristotle has taught people within Google is that no one
>>> wants to put on a ‘‘work face’’ when they get to the office. No one wants
>>> to leave part of their personality and inner life at home. But to be fully
>>> present at work, to feel ‘‘psychologically safe,’’ we must know that we can
>>> be free enough, sometimes, to share the things that scare us without fear
>>> of recriminations. We must be able to talk about what is messy or sad, to
>>> have hard conversations with colleagues who are driving us crazy. We can’t
>>> be focused just on efficiency"*
>>>
>>>
>>> On 02/26/2016 12:20 PM, Kevin Smith wrote:
>>>
>>> Forwarding this to a wider list, since I think it's of interest to
>>> anyone who works with teams.
>>>
>>> On Thu, Feb 25, 2016 at 5:04 PM, Kristen Lans  wrote:
>>>
>>>>
>>>> <http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html>
>>>> http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html
>>>> -
>>>
>>>
>>> It's a pretty long article, so for those who are short on time, here is
>>> my very very abbreviated tl;dr:
>>>
>>> Google did a bunch of research to try go figure out why some teams are
>>> effective and others are not.
>>>
>>> "First, on the good teams, members spoke in roughly the same proportion,
>>> a phenomenon the researchers referred to as 'equality in distribution of
>>> conversational turn-taking.' " Note that there are a number of styles to
>>> achieve this, including talking over each other, but fairly and with
>>> consent.
>>>
>>> "Second, the good teams all had high ‘‘average social sensitivity’’ — a
>>> fancy way of saying they were skilled at intuiting how others felt based on
>>> their tone of voice, their expressions and other nonverbal cues."
>>>
>>> "But Google’s data indicated that psychological safety, more than
>>> anything else, was critical to making a team work."
>>>
>>>
>>> Kevin Smith
>>> Agile Coach, Wikimedia Foundation
>>>
>>>
>>>
>>>
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>>
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>
>
> --
> *Anne Gomez* // Product Manager, Fundraising & Reading
> https://wikimediafoundation.org/
>
>
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