Most teams aren’t unsafe—they’re afraid of what honesty might cost.👇A confident team isn’t always a safe team.Real safety feels like trust without fearPsychological safety isn’t about being nice.It’s about building an environment where truth can exist — without penalty.Where people speak up because they believe they’ll be heard,Not just to be loud.Here’s how to create a space where honesty doesn’t feel risky:10 Ways to Foster Psychological Safety in Your Team1️⃣ Acknowledge mistakes openly↳ Normalize imperfection so everyone feels safe owning up.2️⃣ Ask for feedback on your own performance↳ Leaders go first.3️⃣ Celebrate questions, not just answers↳ Curiosity signals trust.4️⃣ Pause for the quiet voices↳ “We haven’t heard from X yet. What do you think?”5️⃣ Replace blame with ‘Let’s find the cause’↳ Shift from finger-pointing to problem-solving.6️⃣ Speak last in discussions↳ Let others lead; you’ll hear their raw perspectives.7️⃣ Reinforce confidentiality↳ Discuss ideas without fear they’ll be shared publicly.8️⃣ Encourage respectful dissent↳ Conflicting views spark creativity.9️⃣ Admit you don’t know↳ Authenticity paves the way for others to do the same.🔟 Offer thanks for honest feedback↳ Show appreciation for candor, even if it stings.1️⃣1️⃣ Set clear expectations for respectful communication↳ Clarity creates comfort and consistency.1️⃣2️⃣ Create space for personal check-ins, not just work updates↳ Human connection builds trust faster than status updates.1️⃣3️⃣ Invite rotating team members to lead meetings↳ Empowering others signals trust and grows confidence.1️⃣4️⃣ Support team members who take thoughtful risks↳ Reward courage even when outcomes aren’t perfect.1️⃣5️⃣ Recognize effort and growth, not just outcomes↳ Celebrate the process, not just the win.Psychological safety doesn’t grow from good intentions,It grows from repeated proof that honesty matters more than perfection.❓ Which one will you try first? Let me know in the comments.♻️ Repost to help your network create safer, more trusting workplaces.👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

Conflict gets a bad rap in the workplace.Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed.This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers.What sets these teams apart is their ability to handle conflict constructively.So how can this be achieved?I reached out to my friendAndrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace.Here's the valuable guidance she provided:1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings.2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door.3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them.4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements.5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally.6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement).7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made.PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost.Image Credit:Hari Haralambiev -----Follow me, tap the (🔔)Omar Halabieh for daily Leadership and Career posts.

On the best teams, people don’t feel pressure to fit in. They feel valued for what makes them stand out.Here are a few ways to create a culture where diverse perspectives are encouraged and celebrated.🤝 To prevent groupthink and make it easier for everyone to chime in, split into duos for discussions and then do share outs with the larger group.💬 If you see someone get interrupted, jump in and ask them to continue sharing. This sets a norm of letting people finish their full trains of thought.✅ Make an “It’s okay to…” list. As a group, write down things teammates should not hesitate to do. Think, "Ask why, and why not" or "Flag a potential problem."And remember: If everyone on your team agrees on everything, all the time, you're probably not coming up with innovative, broadly accessible solutions.

Listening is necessary. Listening is complex. And listening neuroinclusively 🦋🧠 ♾ requires letting go of biases. In this article, I discuss how managers (but also people, in general) could develop neuroinclusive listening skills. This requires letting go of biases, such as biased interpretation of body language and the habit of looking for hidden cues where there are none - just honest and straightforward communication. 🦋🧠 ♾ Neurodivergent Body LanguageIt is crucial to avoid assumptions: for instance, limited eye contact from an autistic person might not signify disinterest – it might be a sign of focusing on the content of communication. Likewise, an autistic person or ADHDer might fidget not out of impatience and definitely not out of disrespect, but as a self-regulation mechanism.Focus on what the neurodivergent person is saying, and do not be distracted by trying to read their body language, unless something appears to be a clear sign of discomfort. In that case, it could make sense to ask directly how someone is feeling, rather than jump to a conclusion – they might be stressed by the topic of your discussion, or they might simply be cold. Understanding what is happening can help address concerns immediately and make necessary adjustments.🦋🧠 ♾Unique Communication NeedsSome employees may prefer written interactions that involve technology and asynchronous communication that allows time for careful expression of points. To support these employees, managers then can communicate active listening via written, verbal, and especially action follow-up. Inclusive listening is a must for inclusive workplaces.#neurodiversity#management#HumanResources#communication#employees#EmotionalIntelligence#culture#inclusion#PsychologicalSafety#diversityequityinclusion#neuroinclusion#neurodiversityatwork#listening#activelistening#actuallyautistic#Autistic#Adhd#autism#neuroinclusive#managers#leaders#inclusiveleadership#leadershiphttps://lnkd.in/gUTTFQyk

I want to share a personal story about Manipulative Insincerity. During a pitch for a project, I received glowing praise from a venture capitalist. They told me my presentation was "absolutely flawless" and that I was "a genius." But I knew I had missed some key points and that my pitch wasn’t perfect. The praise felt insincere, and my suspicions were confirmed when they quickly followed up with a request for a favor. This kind of disingenuous feedback is not only unhelpful but also erodes trust and clarity within teams.Manipulative Insincerity happens when someone neither cares personally nor challenges directly. It's characterized by insincere praise or unclear criticism, often driven by self-interest or a desire to avoid conflict. Unlike Radical Candor, which fosters genuine growth and compassionate interactions, Manipulative Insincerity creates a toxic work environment.To avoid falling into the trap of Manipulative Insincerity:-Focus on the other person’s needs: Genuine feedback is rooted in the desire to help the other person grow and succeed. Consider what they need to hear to improve and thrive.-Talk directly to people, not about them: Open and honest communication is crucial. -Address issues directly with the person involved rather than discussing them behind their back.-Prioritize transparent communication: Clear and honest communication builds trust. Be straightforward and sincere in your feedback, even when it’s difficult.Building genuine relationships and fostering open, compassionate dialogue is key to a healthy and productive work environment. When we prioritize Radical Candor, we create spaces where people feel valued and understood, leading to better collaboration and success.Don’t miss our weeklyRadical Candor Podcast for more tips on effective feedback and leadership. Tune in now!#RadicalCandor#Leadership#Feedback#Trust#Transparency#GenuineRelationships

One of the biggest challenges in customer experience (CX) initiatives isn't just getting buy-in—it's making sure communication flows seamlessly across different teams to drive meaningful progress. It's not enough to have passionate people involved; it's about aligning everyone around a shared purpose and ensuring that action follows.I see it all the time—CX councils or teams that meet to discuss customer feedback, but the conversation doesn't always translate into real change. It's critical to go beyond just reviewing the numbers. We need to collaborate, co-create, and drive real impact for our customers.So how do we ensure communication within cross-functional teams leads to action?▶️Structure your meetings to drive progress.If you have cross-functional buy-in, it's essential to manage those meetings effectively. Make sure that everyone understands their role, the goals, and what success looks like. It's not enough to simply review metrics—what are the actions you'll take based on those insights?▶️Unify efforts across the organization.In many organizations, different teams—like those working on journey mapping and those focused on customer insights—work in silos. We need to bring those efforts together around your customer experience mission, ensuring that all teams are aligned with a shared definition of success.▶️Be proactive and resourceful.Don't wait for things to fall through the cracks. Be a resource to your team members, follow up, and offer support where needed. This could mean helping a colleague facilitate a journey mapping session or providing customer feedback to help illustrate a challenge. Communication is key, but proactive support is what drives progress forward.When working cross-functionally, the responsibility doesn't end with the meeting. We need to be deliberate about setting expectations, following up on actions, and ensuring everyone understands how their efforts contribute to the larger customer experience mission.Great communication can turn fragmented efforts into unified progress. Let's make sure we're not just talking about customer experience, but working together to make it happen.How do you ensure effective communication across teams in your organization? Drop your process below!#CustomerExperience#CX#CrossFunctionalTeams#Collaboration#Leadership#Communication#CXStrategy#CustomerJourney

United Airlines has been my airline of choice since they merged with Continental, and it's one of the few brands that has my absolutely loyalty as a customer. And currently, they are having success with "oversharing" around their delays - and it's working with greater customer satisfaction since implementing this strategy. This is something I've noticed in recent months. Looking at my texts, I can see where they let me know that we'd be delayed due to limits on the number of flights allowed to land due to construction at SFO. Another was a technical issue, with regular updates on their efforts to find a new plane. Most travelers know that delays are part of the game, and often outside of the control of airlines. I don't think most of us are unreasonable when faced with delays. The issue is often the lack of information - not knowing why the delay exists, what's being done about it, and estimates on when the issue will be resolved. Recruiting professionals out there, take note because we can learn something from this when it comes to candidate experience. Transparency builds trust, and it leads to a better experience for everyone involved. 1. Embrace the "no update update"Sometimes, just being told you need a bit more time to review an application or have scheduled all of the interviews needed can alleviate a lot of anxiety vs someone applying and sitting in an applicant pool for weeks or months on end!AtZapier, we try to communicate every 7 days...we may miss the mark sometimes, but our hope is that candidates are never wondering where they stand.2. Share "the why"Airlines have always let us know when there's a delay - that's not new. But sharing the "why" behind it is. That can feel scary, especially if the news is something like, "we've extended an offer, but think you're amazing and if it doesn't pan out, we'd love to hire you". But candidates ultimately appreciate it, AND it shows them they can trust what your company tells them. Offering feedback after interviews is another way to do this and leave people feeling a less confused around rejections. 3. Tell people what to expectLet candidates know who they are interviewing with. Let them know what topics will be discussed. Tell them how you plan to set their compensation. The more information you can provide candidates, the better the experience will be for everyone. If any of these seem hard, there are tons of tools out there that can help.candidate.fyi creates a candidate hub making it easy to share this info directly with candidates (and empower candidates in a variety of other ways).Crosschq provides an arsenal of data, and one of my favorites is color-coding candidates so you can see when a candidate needs communication. And most decent ATSs will help you automate those "no update updates".It doesn't take significantly more effort to create a significantly better candidate experience - just lean into transparency!

Thrilled to share insights from our latest research on high-performing teams.In a time-crunched world, leaders often lack the bandwidth to coach their teams effectively. What's the solution? A shift towards peer-to-peer coaching and accountability.We found two powerful practices for fostering this coaching culture:1️⃣ Open 360 - where team members provide transparent, oral feedback in a team setting, leading to actions based on the feedback received.2️⃣ Dial Up/Dial Down - an exercise in self-reflection to identify behaviors to increase or decrease, driving personal and professional growth.Regular team meetings present an ideal venue for these practices, fostering resilience, growth, and a culture of mutual support.Want to dive deeper? I invite you to check out the full article. Link below:https://lnkd.in/dTGfWiWH#Leadership#Coaching#PeerToPeer#Teamwork#Growth

When onboarding a new team member, a recent experience with asynchronous collaboration brought a humbling revelation. As I was onboarding her to our tech stack, I uncovered a blind spot in communications within our project management software, Asana. 📝 In the meticulous notes I left for myself a while ago in one of the Asana projects, I had cut and pasted some language from an email to a client that included the word "YOU". 🤔 I failed to consider the potential confusion for my new team member. It hadn't occurred to me that she would interpret that "YOU" to be referencing her.⚠️ What I had put in Asana as notes became unintended directives for the new Virtual Work Insider team member!The result? 📉 A cascade of actions on her end, each based on a misinterpretation of my notes. ⏳ This was an inefficient use of her time and effort that were invested in tasks that weren't needed or intended. The fix?🔄 Once I realized what had happened we had a great discussion about how I would change my note-taking behavior in shared Asana projects to make the async communication clearer and we refined on our norms for how new requests would come through to her.My aha moment made we want to share some actionable insights for seamless onboarding in asynchronous settings. ✅ Precision in Messaging: Avoid vague language and ensure that your notes are explicitly for personal use and directives to others are clearly marked as tasks. ✅ Establish Communication Norms: Kickstart the collaboration by setting expectations on how tools like Asana are used. Establish a shared understanding of communication conventions to avoid misinterpretations.✅ Feedback Loop: Create an open channel for feedback. Encourage your team to seek clarification if something seems ambiguous. This proactive approach can avoid potential misunderstandings.What would you add to this list? 👇#virtualleadership#hybridleadership#hybridwork#async

Frankly… Invite them inside!Almost 3 months ago, the topic was “part the curtain” – to offer your team a glimpse of the innerworkings of the broader organization and specifically leadership activities. By now, the transformation is taking shape and the changes are impacting individuals. There could be new organization structures, new ways of working, new leaders, new products. It would be a great time to have very open dialog with your broader team.More than just a “status update”, open the floor for that two-way dialog about all the changes… listen to your team’s concerns – really listen. Are things working as expected or are there surprises? Is everyone sufficiently informed and more importantly “bought-in” to what is “new”?At this point, it’s the organization’s responses to the changes that matter. Adjustments may be required if the response is misaligned to the mission. Thank the team for their courage in absorbing the change, and their efforts to make it work, but be sensitive to hear where something that was supposed to be easier is now harder… acknowledge it and engage in deeper understanding. You only succeed when they succeed – help them.People, Passion, PerformanceFrank