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Growth Lab Founder, Jeremy Farrell, recently commented on a LinkedIn post on recovering from toxic managers. He used a list drawn from the below which he wrote about proactively creating psychologically safe environments (thereby avoiding toxic managers and cultures!).

Psychologically safe teams are those in which members feel comfortable sharing their thoughts, ideas, and concerns without fear of negative consequences. These are therefore fertile ground for the development of resilient people and organisations.

Creating a psychologically safe project team requires a deliberate effort by managers, team leaders and members to establish an environment where everyone feels comfortable expressing themselves without fear of negative consequences.

Here are some ways to create a psychologically safe team:

Lead by example: As a leader, model the behaviour you want to see in your team. Share your thoughts, ideas, and concerns, and be open to feedback and constructive criticism.

Encourage open communication: Set the tone for open communication by creating opportunities for team members to share their thoughts and ideas. Encourage active listening, and respond with respect and empathy to feedback.

Create a culture of trust: Build trust by being honest and transparent with your team. Encourage your team members to be open and honest with one another, and work to resolve conflicts constructively and respectfully.

Provide psychological safety training: Training team members on the importance of psychological safety and creating a psychologically safe environment. This can include effective communication, active listening, and conflict resolution training.

Foster team cohesion: Create opportunities for team members to get to know one another personally. This can include team-building activities or social events that allow team members to connect and build relationships.

Celebrate diversity: Encourage team members to bring their unique perspectives and experiences to the table. Celebrate diversity and create an environment that values differences.

Avoid blaming or shaming: Avoid blaming or shaming team members for mistakes or failures. Instead, focus on solutions and use mistakes as learning opportunities.

By focusing on these strategies, you can create a psychologically safe project team where team members feel comfortable sharing their thoughts, ideas, and concerns without fear of negative consequences. This can lead to better communication, higher quality work, and improved outcomes for the project.

#projectmanagement #leaders #empathy #diversity #culture #resilience #toxicleadership #psychologicalsafety

(Extract from 'Create a Resilient Project Management and Delivery Culture' by Jeremy Farrell)