Research by @CCLdotORG found teams with high degrees of psychological safety reported higher levels of performance & lower levels of interpersonal conflict. They also found that senior leadership teams reported the greatest differences in their perceived levels of psychological safety: it means that senior teams are the place where creative problem solving is most likely to be squashed & teams fail to collaborate & innovate together to their full potential. They suggest 8 steps for leaders to help create a more psychologically safe workplace: 1. Make psychological safety an explicit priority 2. Facilitate everyone speaking up 3. Establish norms for how failure is handled 4. Create space for new ideas (even wild ones) 5. Embrace productive conflict 6. Pay close attention and look for patterns 7. Make an intentional effort to promote dialogue 8. Celebrate wins ccl.org/articles/leading-eff…

Too often, different approaches to change & improvement live within their own silos. In day to day healthcare quality improvement (QI) practice, the focus is typically on QI models & tools. Learning from the field of behaviour change is often overlooked. So @DrCEHilton sets out how psychological theory & skills can be integrated into QI practice to get better outcomes. It's a long read so grab a cup of coffee & enjoy it: journals.sagepub.com/doi/10.… #QITwitter

Storytelling is an essential leadership skill. Stories help us make connections, build meaningful relationships with others & retain information. We're 7x more likely to remember a fact when it's wrapped in a story. As leaders we should build skills in telling five kinds of stories: 1) Vision stories which inspire a shared one. 2) Values stories that model the way. 3) Action stories that spark change & progress. 4) Teaching stories that transmit knowledge & skills to others 5) Trust stories that help people understand, connect with & believe in us. hbr.org/2023/09/5-types-of-s… By @NickWestergaard in @HarvardBiz. Graphics: @pearltrees

An excellent summary/sketchnote of key principles from the new book by @AmyCEdmondson: “The Right Kind of Wrong – The Science of Failing Well”. Amy differentiates three kinds of failures in organisations: 1) Basic failures: caused by carelessness or ignorance 2) Complex failures: caused by a combination of multiple systemic factors, none of which would have caused failure on its own 3) Intelligent failures (the most productive kind): where organisations/teams are testing new ideas, at small scale to learn & develop: qaspire.com/what-makes-a-fai… By @tnvora Here's another article on Amy's book that focuses on psychological safety & risk taking: hbswk.hbs.edu/item/failing-w… Via @HBSWK