When people learn to recognise their limiting-fear-based-avoidant-behaviour they tend to stop it or -at least diminish it and teams gain Psychological Safety!
Courage
26 posts
(...) we can and should all have an internal mental counter to stop ourselves from ever being “waterfally” and slipping
It’s ok to be scared - deeply and intensely, this is the most effed up thing either of us will ever have to live through and we just really need to do the latter. It’s ok to feel unprepared to deal with these humans who look at you as a leader/parent when you were barely adulting before this all happened. Breathe and get help.
"When team members communicate from a position of mutual understanding, have true #empathy and consistently demonstrate caring #compassion towards each other, it allows true openness, reinforces their sense of #courage, increases their #morale, nurtures continuous #learning and ensures progress, solidifying their ability to last a unit and overall strengthening the #team bubble thus enabling #PsychologicalSafety."
About time #Employees everywhere had a good year where their happiness and wellbeing mattered and things changed for the better. I believe 2020 will be it. Here are some encouraging trends. #HR #PeopleNotTech #HumansAtWork #WaysOfWork #FutureOfWork #Leaderships #People #DevOps #Agile #Diversity
"What if we've left the idea of probing in-depth into the well-being of our people so far behind, that none of the big things work? What if we have human debt, not tech-debt? Relationships to clean and fix, not code? Team dynamics and health to test, not features?" #Agile #DevOps #Team #HR #PeopleNotTech #Scrum #Technology #softwaredevelopment
Why isn't #PsychologicalSafety common sense? How come we go to work and don't bring our full courageous, open and learning selves at work? #HR #DevOps #Agile #VUCA #PeopleNotTech #HumansAtWork #FutureOfWork #WaysOfWork #Technology #Organisations
Time to talk about #EQ and #leadership if we want to last the #AI revolution. Not only #HR's job but that of every #leader to examine who the #team is and what they can do to increase and train their own #empathy, they #emotional knowledge, their ability to care and inspire and more. #HumansAtWork #PeopleNotTech #SoftSkillsAreHard
How To Not Fail At #Agile 94% Of The Time. Why we should stop saying and thinking "transformation"- and how #DevOps is a much better term for the new #WaysOfWork and more importantly the new #WaysOfThinking in #knowledge #organizations who need to do #Agile if they are to use #technology fast and smart enough to delight their #customers.
How can anyone be #FitForVUCA in the absence of #ContinousLearning? Why aren't #knowledge #organizations designed with #curiosity at the very core? It's time #L&D became true #LearningAndDevelopment instead of a discreet #HR afterthought and drove the organization if we are to have any hope of #Innovation and #growth.
Being truly strong, open and flexible, having Emotional Intelligence while still applying all of the hard skills and obsessively ever learning - that's what's needed of anyone who works in Agile ways.
I typically end it by urging someone to try it for a month. Read a bit more – start at the manifesto and then transfer their team’s (or even their personal) action items into some form of a version of a board be it by sticking some post-its or starting a Trello board. Just for a month. Just to see. See if they’ll fall in love with rapid results they built together from the heart.