SAVE TIME AND MONEY SOLVING TECHNICAL PROBLEMS AND REMOVE FRICTION FROM TEAMWORK
Is your workplace psychologically safe?
Creating an inclusive culture where people feel safe to learn, contribute, and challenge the status quo without fear of being shamed, embarrassed, or marginalised is no mean feat. As a leader, how do you remove fear and social friction? How do you nurture rewarding relationships? How do you create an environment of connection, vulnerability and openness where people feel safe to be honest and open with each other?
A two-year study conducted by Google involving 180 teams and hundreds of interviews revealed the number one driver of high-performance in the workplace is a feeling of psychological safety. What's more, the Australian Bureau of Statistics implicates unresolved conflict in the burgeoning cost of stress-related workers compensation claims in Australia, an estimated $14.81 billion a year. Team Turnaround™ resolves toxic thinking and behaviour and equips teams to celebrate their diversity and leverage differences of perspective, values and beliefs and foster an inclusive work culture.
In this workshop you will:
Measure the psychological safety of your team with the Conscious Leaders Index™ diagnostic assessment
Identify and diffuse emotional triggers and coping strategies that undermine your team (and create new ones that guarantee success)
Develop soft-skills that build psychological safety, such as active listening, empathy, problem-solving and courage
Learn how to create the essential conditions for a culture of belonging
REMOVE FEAR AND SOCIAL FRICTION, FOSTER REWARDING RELATIONSHIPS,
AND UNLOCK INNOVATION AND GROWTH
Band aids don't fix blind spots.
Keeping teams connected, purposeful, and psychologically safe in an ever-changing pandemic reality requires integrative, holistic support. Today’s leadership challenges include increased mental health risk due to isolation and uncertainty, keeping remote teams engaged and effective through unprecedented change, and balancing being inspirational and compassionate as a leader while driving performance, demanding new skills, tools and ways of working.
Creating a psychologically safe workplace helps:
Reduce friction and increase connection, trust and openness
Improve employee retention and reduce churn (by creating a culture where people feel happy and safe to bring their whole selves to work)
Mitigate negative consequences of change and be more likely to adapt well, innovate quickly, and unlock the benefits of diversity
Foster stronger relationships and integrity resulting in sustained engagement and better overall performance