How can you make your team feel safe to speak up?

Encourage an open communication starting with you listening actively to your team concerns, opinions, suggestions and contributions while you show empathy, interest and ask relevant questions. This help the team to feel important and prompt them to air their thoughts. Growth is inevitable here.

Know how to get Rapport, know when you've lost it, know how to get it back, above all know the difference. Rapport at the individual level and team level.

“Sempre vejo anúncios de oratória, nunca vi anúncios de escutatória. Todo mundo quer aprender a falar, ninguém quer aprender a ouvir.” Rubem Alves Todos queremos ser ouvidos. Essa característica está enraizada nas necessidades humanas básicas de reconhecimento e pertencimento, conexão social e afirmação perante a um grupo. E no papel de líder, precisamos saber diferenciar qual é o momento de falar e qual é o momento de escutar nossos liderados. Escutar atentamente, com empatia, saber o que importa para eles, o que os move, pode fazer toda a diferença para seu relacionamento e até significar a retenção - ou não - daquele talento na sua organização.

Psychologische Sicherheit ist ein entscheidender Faktor für erfolgreiche Teams und eine gesunde Arbeitsumgebung. Es beschreibt die Atmosphäre, in der sich Teammitglieder frei fühlen, ihre Gedanken, Ideen und Bedenken zu äußern, ohne Angst vor negativen Konsequenzen haben zu müssen. Um diese Sicherheit zu erreichen zeige echtes Interesse an den Anliegen und Meinungen. Nimm Dir Zeit, um zuzuhören, ohne zu unterbrechen oder vorschnell zu urteilen. Schaffe einen Raum, in dem sich Mitarbeiter:innen frei äußern können, ohne Angst vor negativen Konsequenzen haben zu müssen. Ermutige sie, ihre Gedanken und Bedenken zu teilen. Ermögliche regelmäßiges Feedback und konstruktive Kritik. Zeige, dass Du offen für Verbesserungsvorschläge bist.

No es tan simple como dialogar ni tan mecánico como intercambiar monólogos. Cada vez resulta más complicado por la fascinación de las pantallas y la escasa formación en inteligencia emocional, además del acortamiento de los tiempos de atención máxima. Si tenemos dos orejas y una sola boca es porque escuchar es más importante que hablar...

There are obvious & visible efforts to increase DEIB in the Tech industry via programs & recognitions accorded by non-profits such as "Women in Tech International ", "Girls who Code" , Women in Blockchain or "Women in AI ethics" etc. These are all good but not enough on full spectrum of diversity An example of diversity in a team beyond the usual diversity indicators of age, gender and nationality is being respectful of disability. Some companies have started initiatives to accommodate for diabled For example there are individuals on the Autistic spectrum who may not fit in all jobs but in the past couple of years, I have seen companies like Microsoft create openings that utilize the minds of such individuals in a productive way.

As a team, we recognize that diversity encompasses a diverse range of experiences, perspectives, and life experiences, and we wholeheartedly embrace Maya Angelou's profound wisdom: "We all should know that diversity makes for a rich tapestry and we must understand that all the threads of the tapestry are equal in value no matter their color." By fostering an inclusive environment where every team member—regardless of background—feels valued, we encourage diversity. We promote open and respectful communication, value diversity, and offer tools for cross-cultural understanding. We integrate diversity into our team culture by addressing bias and setting a positive example, ensuring that every voice is not just acknowledged but also valued.

Emphasizing the importance of diverse voices creates a culture where individuals feel recognized and respected, regardless of their background or role within the team. Leaders should actively seek input from all team members during discussions and decision-making processes, ensuring that no voice goes unheard. Establishing a framework for open dialogue that embraces diverse viewpoints contributes to a sense of belonging and psychological safety. By appreciating the richness that diversity brings to the team, leaders create an inclusive work environment and encourage team members to contribute their thoughts and insights without hesitation.

Encouraging feedback yourself, whether a manager, leader or team member, is an effective way to promote an environment of speaking up. Regardless of the type of feedback, in a professional setting, feedback should be given and received to develop an approach to continuation or improvement.

Constructive criticism is welcome and valued as an essential component for continuous improvement. Providing specific channels for feedback, such as anonymous suggestion boxes or dedicated feedback sessions, can also empower team members to share their thoughts without fear of repercussions. When leaders actively seek and appreciate feedback, it sends a powerful message that every team member's perspective is essential to the group's collective success. This approach enhances communication and fosters an environment where team members feel confident in openly expressing their opinions and ideas.

𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐒𝐞𝐬𝐬𝐢𝐨𝐧𝐬: Schedule consistent one-on-one and team meetings dedicated to feedback, making it a routine part of your team culture. 𝐀𝐧𝐨𝐧𝐲𝐦𝐨𝐮𝐬 𝐂𝐡𝐚𝐧𝐧𝐞𝐥𝐬: Provide anonymous ways for team members to give feedback, ensuring they feel safe to express concerns without fear of repercussions. 𝐏𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞𝐦𝐞𝐧𝐭: Recognise and appreciate team members who provide constructive feedback, reinforcing the value of open communication and honesty.

One example I have in my class where I show my vulnerability- I showed my students some TEDx talks I published on day 1 of my classes… which is unheard of within my professional field. But my students generally like that because I give them a hint that I am willing to listen to constructive criticism openly.

It's basically the give and take concept. Give love to receive love. Give care to receive care. Give respect to receive respect. And it goes on... So if you don't want to show your vulnerability then don't expect others too.

Not everything that you share will get accepted similarly not everything others say will be okey with you. If you shoot someone down for voicing out their thoughts, others will avoid doing the same. So na matter how critical, it's just one perception of many. Accept it Sportingly.

Risk taking is a combination of both failure tolerance and risk tolerance. Often team leads will verbally agree that it is safe to take a risk, but then reward those who play it safe. An example is only approving new projects that have a proven success (making it feel unsafe to take an informed bet or risk); another is a team that only reports good news or “green stoplights” upwards, and buries bad news (an inability to tolerate failure). The unintended outcome? The innovation pipeline gets stalled and the true picture of success is blurred - leaving executives actually more vulnerable because they are leading without all the relevant data.

To foster a culture where team members feel safe to speak up, reward risk-taking and encourage open dialogue. Lead by example, provide constructive feedback, and create a supportive environment. Celebrate both successes and learning experiences. This approach cultivates an innovative and engaged team, where everyone feels valued and empowered to contribute their ideas.

𝐀𝐜𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐄𝐟𝐟𝐨𝐫𝐭𝐬: Publicly acknowledge and celebrate team members who take risks and propose innovative ideas, even if they don’t always succeed. 𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 𝐒𝐚𝐟𝐞 𝐒𝐩𝐚𝐜𝐞: Encourage a culture where mistakes are viewed as learning opportunities, reducing the fear of failure and promoting creative thinking. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐈𝐧𝐜𝐞𝐧𝐭𝐢𝐯𝐞𝐬: Offer tangible rewards such as bonuses, recognition awards, or professional development opportunities for those who take calculated risks and contribute to the team’s growth.

Creating a safe space for sharing is the first step. I always start with my own vulnerability story share something relatable and how I made a breakthrough in the same. I am known for this part as many end up in teary eyes. But the emotion stayed in the people The open safe space is the canvas for creation in the team

Creating a safe environment for open communication within a team involves several key strategies. Start by actively listening to team members, demonstrating empathy, and acknowledging diverse perspectives. Foster a non-judgmental atmosphere where mistakes are viewed as opportunities for learning, not as failures. Encourage open dialogue by explicitly expressing the value of each team member's input and ideas. sharing your thoughts and concerns transparently. Establish clear communication channels, both formal and informal, and actively seek and implement feedback. Ultimately, building trust through consistent support and genuine interest in each team member's well-being will contribute to a culture where everyone feels safe to speak up.

Ensure that team members feel secure expressing dissenting opinions or sharing ideas without fear of retribution. Lead by example in your communication style. Demonstrate transparency, vulnerability, and a willingness to admit when you don't have all the answers. Publicly recognize and celebrate team members who contribute ideas or speak up. This positive reinforcement not only acknowledges individual efforts but also reinforces the idea that open communication is valued and appreciated. Creating a safe space for team members to speak up requires active listening, empathy, and a commitment to addressing the unique dynamics of your team.

Psychological safety is what solves this need. And the foundation of this safety net starts with conditioning. This is what differentiates regular leaders vs great ones. Emotional intelligence is a key contributor in creating that space.

Adopting the habit of being an ACTIVE LISTENER and FACILITATOR can make your team feel free to speak up. Active Listening to your team brings in fresh perspectives on the table, which fosters a culture of creativity and innovation at the workplace. Facilitator adopts "Ask Vs Tell" approach, which makes the team feel the sense of ownership in proposing the solutions.