{"id":6594,"date":"2022-09-26T03:21:00","date_gmt":"2022-09-26T10:21:00","guid":{"rendered":"http:\/\/coyotecommunications.com\/coyoteblog\/?p=6594"},"modified":"2022-08-30T07:23:27","modified_gmt":"2022-08-30T14:23:27","slug":"psychologicallysafe","status":"publish","type":"post","link":"https:\/\/coyotecommunications.com\/coyoteblog\/2022\/09\/psychologicallysafe\/","title":{"rendered":"Do your volunteers feel psychologically safe?"},"content":{"rendered":"
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Google researchers, the People Analytics team, studied the qualifies of effective teams at Google. Code-named Project Aristotle – a tribute to Aristotle\u2019s 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?<\/em><\/p>\n\n\n\n

Research from\u00a0Google\u2019s Project Aristotle<\/a>\u00a0found that the most important dynamic of a successful team is members feeling psychologically safe<\/strong>. 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.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

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. <\/p>\n\n\n\n

Also see:<\/p>\n\n\n\n