Unlocking the power of Diversity through Psychological Safety:
20 Apr 2023 SAST (+02:00)
Sandton Johannesburg * Venue name provided to confirmed attendees
Details
Who should attend? Managers, Leaders, HR, transformation heads and DEI Champions in Corporate, Government and Education Sectors;
- If you Looking to improve the effectiveness of your team?
- If you want to improve your own effectiveness when working with diversity?
Many studies have shown that diverse teams perform better, are more innovative, and experience better general health and happiness than non-diverse teams, but it is not as simple as assembling a group of diverse people. There are many ways to unlock the potential of diverse teams; one of which is through creating Psychological Safety.
—the extent to which the climate allows for interpersonal trust and respect. It is not new in organisational behaviour, but has had a resurgence in recent years. In psychologically safe work environments, people feel they can trust their colleagues, take interpersonal risks, use their voice, share ideas and suggest organisational changes without fear.
For leaders, creating a psychologically safe environment is essential to fostering a positive team dynamic. If you are familiar with Project Aristotle, conducted by Google over the course of two years and encompassing 180 Google teams around the world, you know it concluded that the number one factor for the success of Google’s high-performance teams was psychological safety. Studies have shown that 6 out of 10 employees say lack of emotional safety at work would make them quit their job immediately (Center for Generational Kinetics National Study on Workforce Satisfaction, 2016)
Psychological safety influences information sharing, learning, innovation, and allows team members to feel they can act authentically?.
In the session we will:
• Unpack what is psychological safety and why it is so important. Behaviours that promote psychological safety:
Voicing - What needs to be said to build understanding.
Listening - Stilling the inner-noise, so that one can be fully present.
Respecting - Knowing that everyone you meet knows something you do not.
Suspending - the ability to hold your opinions certain/es and judgements lightly.
• Share practical examples of how to implement psychological safety in the physical and remote workplace.
• Share an accountability tool.
Event ticket price also includes refreshment breaks (eats & drinks) and breakfast.
Further details about me are available at; https://quintonpretorius.co.za
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Info
Who should attend? Managers, Leaders, HR, transformation heads and DEI Champions in Corporate, Government and Education Sectors;
- If you Looking to improve the effectiveness of your team?
- If you want to improve your own effectiveness when working with diversity?
Many studies have shown that diverse teams perform better, are more innovative, and experience better general health and happiness than non-diverse teams, but it is not as simple as assembling a group of diverse people. There are many ways to unlock the potential of diverse teams; one of which is through creating Psychological Safety.
—the extent to which the climate allows for interpersonal trust and respect. It is not new in organisational behaviour, but has had a resurgence in recent years. In psychologically safe work environments, people feel they can trust their colleagues, take interpersonal risks, use their voice, share ideas and suggest organisational changes without fear.
For leaders, creating a psychologically safe environment is essential to fostering a positive team dynamic. If you are familiar with Project Aristotle, conducted by Google over the course of two years and encompassing 180 Google teams around the world, you know it concluded that the number one factor for the success of Google’s high-performance teams was psychological safety. Studies have shown that 6 out of 10 employees say lack of emotional safety at work would make them quit their job immediately (Center for Generational Kinetics National Study on Workforce Satisfaction, 2016)
Psychological safety influences information sharing, learning, innovation, and allows team members to feel they can act authentically?.
In the session we will:
• Unpack what is psychological safety and why it is so important. Behaviours that promote psychological safety:
Voicing - What needs to be said to build understanding.
Listening - Stilling the inner-noise, so that one can be fully present.
Respecting - Knowing that everyone you meet knows something you do not.
Suspending - the ability to hold your opinions certain/es and judgements lightly.
• Share practical examples of how to implement psychological safety in the physical and remote workplace.
• Share an accountability tool.
Event ticket price also includes refreshment breaks (eats & drinks) and breakfast.
Further details about me are available at; https://quintonpretorius.co.za