Infusing Psychological Safety into Your Teams
summary
Defines psychological safety as being able to be vulnerable or make mistakes without punishment and claims it reduces inefficiency and boosts innovation by surfacing fixes managers miss. Recommends concrete practices: pair programming and mobbing, regular 1:1s, asking "how can I help," and a kudos column in retros to build gratitude and prevent high-performer burnout. Advocates leading, not controlling, giving juniors runway (one junior produced the best process change), running regular pulse checks, and coupling honest, respectful feedback with demonstrated follow-through.
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chapters (6)
- 0:00Intro
- 0:31Matilda
- 1:58What is Psychological Safety
- 4:54Building Trust
- 10:07Building Gratitude
- 12:47Final Thoughts
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