The Four Stages of Psychological Safety with Timothy Clark
b'Timothy R. Clark is the founder and CEO of LeaderFactor, a leadership consulting and training organization that works with executive teams around the world. He is an Oxford-trained social scientist and sought-after international authority on organizational change and the author of five books on leadership, including his newest release, The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. \\n\\nDownload The 4 Stages of Psychological Safety Behavioral Guide https://www.leaderfactor.com/the-4-stages-behavioral-guide (here).\\n\\nLEADERSHIP INSIGHTS\\n\\n- Culture is very stubborn to change. Crisis liquifies the current culture/status quo. This is a once-in-a-lifetime opportunity to change your culture deliberately\\u2014to redesign your culture.\\n- The biggest obstacle to inclusion and innovation in an organization is the culture.\\n- Psychological safety means that it\\u2019s not \\u201cexpensive\\u201d to be yourself (socially, emotionally, politically, or economically).\\n- The four stages (and natural progression) of psychological safety are: 1. Inclusion safety, 2. Learner safety, 3. Contributor safety, and 4. Challenger safety.\\n- Challenger safety is the highest level of psychological safety because it includes the highest level of personal risk. This is where innovation occurs, because innovation is by nature a disruptor of the status quo.\\n- Seek to increase intellectual friction (constructive dissent/creative abrasion) while decreasing emotional friction (which often arises when people are working together).\\n- Rigorous debate is good, but it should not go into the personal realm.\\n- Inclusion safety requires to things of a person: Be human and be harmless. We have a moral responsibility to provide inclusion safety to each other (worth precedes worthiness)\\n- The most difficult transition is from contributor safety to challenger safety\\u2014likely because leaders feel that challenge reflects something on them. It can feel personal.\\n- To promote inclusion safety, one practical step is to physically turn and face them.\\n- To promote learner safety, one practical step is to ask people how, what, or why questions.\\n- Psychological safety is a function of two things coming together: respect and permission.\\n- You are the curator of the culture around you.\\n\\nQUESTIONS TO INSPIRE US TO ACTION\\n\\n- What is some lesson, saying, or experience that continues to influence your leadership to this day? Having an aggressive, self-directed learning mindset that came through a diversity of experience.\\n- Use three descriptors to finish this sentence: \\u201cA leader is\\u2026\\u201d A learner, and influencer, and creating a portrait of the future.\\n- What is a question that leaders should be asking either themselves or others? Am I using my contextual understanding to gain an advantage rather than being in a reactive posture?\\n- What book would you recommend to leaders? The Effective Executive by Peter Drucker\\n- If you could get every listener to start doing something THIS week to help them be a better leader, what would it be? Conduct a penetrating, unsparing personal inventory of where they are so they can move their level of self-awareness and social perception to a new level.\\n- As a general life principle, is it better to ask \\u201cwhy?\\u201d or \\u201cwhy not?\\u201d \\u201cWhy?\\u201d because it encompasses \\u201cwhy not?\\u201d It is an analysis that forces you to go through the discipline of understanding both the pros and cons of a particular decision or course of action.\\n\\nWebsite:\\nhttps://www.leaderfactor.com/\\n\\nContact:\\ntclark@leaderfactor.com\\n\\nFind Timothy on social media:\\nTwitter: https://twitter.com/timothyrclark (@TimothyRClark)\\nFacebook: https://www.facebook.com/timothy.r.clark (@Timothy.R.Clark)\\nLinkedIn: