Google researchers, the People Analytics team, studied the qualifies of effective teams at Google. Code-named Project Aristotle – a tribute to Aristotle’s quote, “the whole is greater than the sum of its parts” (as the Google researchers believed employees can do more working together than alone) – the goal was to answer the question: What makes a team effective at Google?

Research from Google’s Project Aristotle found that the most important dynamic of a successful team is members feeling psychologically safe. This occurs in environments where no one else will embarrass or punish others for admitting a mistake, asking a question, or offering a new idea.

Reading this was like a punch in the gut for me. For any job that hasn’t worked out, that I couldn’t wait to leave, this was always the primary problem I faced with supervisors.

I hope that all managers of people that see this do a deep, honest examination of the culture of their own departments and companies with regard to this kind of fear-based way of working. But I hope managers of volunteers look at the culture around volunteer service as well. And I hope you won’t get defensive if the evidence you gather points to toxicity in your program or your entire organization.

Also see:

• How are you supporting the mental health needs of your volunteers?
• The volunteer as bully = the toxic volunteer (one of the most popular blogs I’ve ever written).
• How to support your online community manager in times of trolling.
• Support Your Local Online Discussion Manager!
• Resources regarding online harassment, defamation, libel & cyberstalking.
• Supporting your stressed-out team without falling into toxic positivity.
• What Are Your Volunteers Saying?

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