I did have someone in mind when I wrote this … any guesses?

A catalyst for wanting a psychologically safe team is when leaders finally realize just how expensive silence can be!

As I say often, failures are investments we've already paid for. Growth comes from making the most of these investments: learning what we can, pivoting when needed, & taking smart steps forward

🎙️Listen to my Finding Mastery podcast episode for more!
findingmastery.com/podcasts/amy...

Tasmanian highlands ♥️

January is when I review my personal and professional goals, and my primary commitment for 2025 is setting more time aside for self care. I can’t serve our team as well as I could if I’m not fit and healthy, so here we go!
What’s one thing you’re committed to changing in 2025?

www.linkedin.com/posts/clive-...

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𝙒𝙝𝙚𝙣 𝙞𝙩 𝙘𝙤𝙢𝙚𝙨 𝙩𝙤 𝙥𝙨𝙮𝙘𝙝𝙤𝙨𝙤𝙘𝙞𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮, 𝙞𝙩 𝙨𝙚𝙚𝙢𝙨 𝙢𝙖𝙣𝙮 𝙘𝙤𝙢𝙥𝙖𝙣𝙞𝙚𝙨 𝙙𝙤 𝙬𝙝𝙖𝙩 𝙩𝙝𝙚𝙮 𝙣𝙚𝙚𝙙 𝙩𝙤 𝙙𝙤 𝙩𝙤 𝙘𝙤𝙢𝙥𝙡𝙮 𝙬𝙞𝙩𝙝 𝙡𝙚𝙜𝙖𝙡 𝙖𝙣𝙙 𝙧𝙚𝙜𝙪𝙡𝙖𝙩𝙤𝙧𝙮 𝙧𝙚𝙦𝙪𝙞𝙧𝙚𝙢𝙚𝙣𝙩𝙨.

Generally, compliance is doing the 𝘣𝘢𝘳𝘦 𝘮𝘪𝘯𝘪𝘮𝘶𝘮 required; 𝘺𝘰𝘶𝘳 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘪𝘭𝘭 𝘯𝘰𝘵𝘪𝘤𝘦 𝘵𝘩𝘪𝘴.

“Low PS limits teams. People are full of fear; they hide mistakes, stifle concerns and hold back.
High PS lets teams grow. People fearlessly flag errors, challenge one another and propose big ideas”💡
- Marissa Shandell

#psychologicalsafety

Last day of holidays … it’s been so great to have time to read in this way 📚

So, any fellow psychologists migrated from, y’know, the other place? 🐦

How about doing less ‘telling’ and more ‘humble enquiry’
Better questions get better answers.

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“𝘕𝘰 𝘒𝘗𝘐𝘴, 𝘯𝘰 𝘱𝘭𝘢𝘯𝘯𝘦𝘥 ‘safety walk’ - 𝘐𝘵’𝘴 𝘯𝘰𝘵 𝘥𝘳𝘢𝘮𝘢𝘵𝘪𝘤, 𝘧𝘭𝘢𝘴𝘩𝘺, 𝘤𝘰𝘮𝘱𝘭𝘦𝘹, 𝘰𝘳 𝘵𝘦𝘤𝘩𝘯𝘪𝘤𝘢𝘭. 𝘛𝘩𝘦𝘳𝘦 𝘸𝘢𝘴 𝘯𝘰 𝘱𝘢𝘱𝘦𝘳𝘸𝘰𝘳𝘬 𝘪𝘯𝘷𝘰𝘭𝘷𝘦𝘥 – 𝘫𝘶𝘴𝘵 𝘢𝘶𝘵𝘩𝘦𝘯𝘵𝘪𝘤, 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱-𝘣𝘢𝘴𝘦𝘥 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘩𝘢𝘵 𝘥𝘦𝘮𝘰𝘯𝘴𝘵𝘳𝘢𝘵𝘦𝘴 𝘤𝘢𝘳𝘦 𝘢𝘯𝘥 𝘣𝘶𝘪𝘭𝘥𝘴 𝘵𝘳𝘶𝘴𝘵“ ✅ 👏

GYST Consulting Pty Ltd
#CareFactorProgram
#FromComplianceToCare

lnkd.in/gHBu55BH

𝙋𝙨𝙮𝙘𝙝𝙤𝙡𝙤𝙜𝙞𝙘𝙖𝙡 𝙎𝙖𝙛𝙚𝙩𝙮 𝙞𝙨 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥-𝙙𝙚𝙥𝙚𝙣𝙙𝙚𝙣𝙩.

Why are some able, and some not?