What an inspirational and thought-provoking conversation I had yesterday with Amy Edmondson at our global partner meeting. It got me reflecting on a (for me) important question:
Q: What is the connection between psychological safety in a team and doing the inner work? How do we create sustainable change? Where do we begin?
We are always interacting with a context. The question is, what is the base level you bring into your team context?
Your inner beliefs and assumptions, fears, needs, and values shape your decisions and actions and these have a direct impact on the level of psychological safety within your team. This impact is even greater when you’re the leader.
Leaders who hold limiting assumptions about their team’s potential may unknowingly hinder innovation, suppress open communication, and discourage risk-taking. This can limit both individual and organizational growth.
For me.. to make a sustainable impact, it’s essential to address both dimensions:
1. Doing the inner work – reflecting on and evolving your own beliefs, assumptions, and values.
2. Fostering team dynamics – creating an environment where psychological safety can flourish.
For organizations, investing in these dual learning experiences for individuals and teams alike this should be a priority. It’s the key to unlocking authentic growth, innovation, and long-lasting success.
What do you think? Just curious. How do you approach these challenges?
