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How to become a
team that learns
Georg Sorst
CTO FINDOLOGIC
We build software
Every project is a new challenge
Unclear requirements
New technologies
We need to learn all the time
Learning is a process, not a goal
NO ONE WANTS TO LOOK:
IGNORANT
INCOMPETENT
INTRUSIVE
NEGATIVE
IT’S EASY TO MANAGE!
DON’T ASK QUESTIONS
DON’T ADMIT WEAKNES...
Psychological Safety
Psychological safety is a belief that one will not be
punished or humiliated for speaking up with ideas,
questions, concer...
Psychological Safety
More learning
Better results
According to Google:
But how?
Positive experiences
Trust
Psychological Safety
Ask questions, modell curiosity
Acknowledge your own fallibility
Foster collaboration
Support your colleagues
Be welcoming...
Is it a matter of finding the right
point on a balance beam?
PSYCHOLOGICAL
SAFETY
ACCOUNTABILITY
Psychological Safety - Ac...
high
low
low high
MOTIVATION &
ACCOUNTABILITY
PSYCHOLOGICAL
SAFETY
Apathy Zone
Comfort Zone Learning Zone
Anxiety Zone
Tha...
Compelling goal
Everyone contributes
Experience success
Fail early
Fail controlled
Learn
Scrum
Planning Poker
Ask questions
Give feedback
Discuss ideas
Code Reviews, XP
Work together
Learn together
Build trust
Retrospective
This is a safe place
Take aways
Trust and challenge each other
Communicate openly
Help each other out
Have clear goals
THANKS
g.sorst@findologic.com
@piefke_schorsch
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Psychological safety how to become a team that learns

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What is the difference between teams that learn from mistakes and success and those that do not? What does it take to create an environment that allows team members to grow on a professional and personal level?

Veröffentlicht in: Business
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Psychological safety how to become a team that learns

  1. 1. How to become a team that learns Georg Sorst CTO FINDOLOGIC
  2. 2. We build software Every project is a new challenge Unclear requirements New technologies
  3. 3. We need to learn all the time Learning is a process, not a goal
  4. 4. NO ONE WANTS TO LOOK: IGNORANT INCOMPETENT INTRUSIVE NEGATIVE IT’S EASY TO MANAGE! DON’T ASK QUESTIONS DON’T ADMIT WEAKNESS OR MISTAKE DON’T OFFER IDEAS DON’T CRITIQUE THE STATUS QUO Thanks to Amy C. Edmondson, Harvard Business School Impression Management Drives out learning
  5. 5. Psychological Safety
  6. 6. Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.
  7. 7. Psychological Safety More learning Better results
  8. 8. According to Google:
  9. 9. But how?
  10. 10. Positive experiences Trust Psychological Safety
  11. 11. Ask questions, modell curiosity Acknowledge your own fallibility Foster collaboration Support your colleagues Be welcoming and coaching-oriented Emphasize excellence Decide as a team or Explain your decisions Bond with your fellow humans Engage in personal conversation Spread the love
  12. 12. Is it a matter of finding the right point on a balance beam? PSYCHOLOGICAL SAFETY ACCOUNTABILITY Psychological Safety - Accountability Thanks to Amy C. Edmondson, Harvard Business School
  13. 13. high low low high MOTIVATION & ACCOUNTABILITY PSYCHOLOGICAL SAFETY Apathy Zone Comfort Zone Learning Zone Anxiety Zone Thanks to Amy C. Edmondson, Harvard Business School
  14. 14. Compelling goal Everyone contributes Experience success
  15. 15. Fail early Fail controlled Learn
  16. 16. Scrum
  17. 17. Planning Poker Ask questions Give feedback Discuss ideas
  18. 18. Code Reviews, XP Work together Learn together Build trust
  19. 19. Retrospective This is a safe place
  20. 20. Take aways
  21. 21. Trust and challenge each other Communicate openly Help each other out Have clear goals
  22. 22. THANKS g.sorst@findologic.com @piefke_schorsch

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