Research shows that if you want to create teams capable of innovating you need diversity. But diversity, per se, if not enough. Without psychological safety, individuals may be reluctant to speak up and you may miss out on breakthrough ideas, learning from mistakes, and the raising of valid concerns or red flags.
Our developing psychological safety workshops transfer techniques for developing psychological safety and a speak-up culture. By creating a team climate that reduces the interpersonal risks of speaking up, the team will be rewarded with better decisions, creative collaboration, motivated members, and improved performance.
Defining psychological safety
Psychological safety and diversity
The role of leaders in fostering psychological safety
Techniques for developing psychological safety
shared belief held by members of a team that the team is safe for interpersonal risk-taking.
Understanding of psychological safety and its importance for inclusion
Knowledge of the business benefits of psychological safety
Awareness of the role of leaders in fostering psychological safety
Knowledge of techniques for nurturing psychological safety
Knowledge of formal surveys for tracking success
Increased willingness to implement and promote team processes that encourage contributions from diverse group members
Increased desire to work with people with diverse backgrounds
Enhanced openness to novel ideas and diverse perspectives
Consistent with research on adult learning, we believe that the best learning outcomes result when participants engage holistically with program content. All Include-Empower learning and development programs incorporate experiential learning techniques, including opportunities to reflect on and apply learnings to the real-life challenges facing participants.
Leaders and people managers working in diverse settings.
Suggested workshop duration is 2.5 hours.
Recommended workshop size is 12-24 participants.
- Inclusion fundamentals: How to nurture psychological safety and a speak-up culture
- “Just tell me what to do”: Useful frameworks for thinking about inclusive leadership
- Eliciting diversity of thought in multicultural workplaces
- Best practices for managing culturally diverse workgroups
- Nudging bias out of your workplace: Learnings from social psychology
- Mind your micro-biases: Subtle slights that exclude