Imagine if Wells Fargo had adopted an agile approach to strategy: the company's top management would then have taken repeated instances of missed targets or false accounts as useful data to help it assess the efficacy of the original cross-selling strategy.

The Fearless Organization – Amy Edmondson - The Culture Club The Fearless Organization – Amy Edmondson - The Culture Club

We distinguish between two types of practitioners: those who work independently with organizations as coaches, consultants and facilitators and people who are internal practitioners, employed by organizations. Leitura importante para o momento atual que estamos vivendo, recomendo para todos que querem entender como criar um ambiente de trabalho mais aberto ao aprendizado, crescimento e, consequentemente, a inovação. Her articles have been published in Harvard Business Review and California Management Review, Administrative Science Quarterly, and the Academy of Management Journal. She's an Ambassador for Women in Tech York, and a co-organiser of DevOpsDays London and Fast Flow Conf.Psychological safety is not about being nice all the time, it’s not about never disagreeing with your colleagues.

The Fearless Organization - Amy Edmondson - Mind Tools The Fearless Organization - Amy Edmondson - Mind Tools

The leader is obliged to set direction for the work, to invite relevant input to clarify and improve on the general direction that has been set, and to create conditions for continued learning to achieve excellence. As Rozovsky put it, however, reiterating the quote at the start of Chapter 1, “psychological safety was by far the most important…it was the underpinning of the other four. I really enjoyed the different case studies - it helps to have real-world context and examples to illustrate the different concepts being explained, plus it just makes the book much more interesting. But combining this culture with a belief that a brilliant strategy formulated in the past will hold indefinitely into the future becomes a certain recipe for failure. Psychological safety is not an “anything goes” environment where people are not expected to adhere to high standards or meet deadlines.

Psychological safety describes a climate where people feel safe enough to take interpersonal risks by speaking up and sharing concerns, questions and ideas. And here’s a good example of that:“ Sometimes you don’t know who you’re leaving out until you begin not leaving folks out” – Using Gender-Affirming Language to Support Psychological Safety(in respect to maternity care). I knew about the google example from before and had the privilege of working for good organisations so far. Sometimes psychological safety is seen as being something ‘soft’, that it’s all about everybody being nice to each other all the time. But when people believe that performance reflects effort and good strategy, they are eager to try new things and willing to persevere despite adversity and failure.