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Staff fatigue (layoffs, budget cuts, society, learning hybrid work, leadership change)

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diversity of thought, inclusivity, innovation, all voices matter

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Greater transparency around the staff's sense of psychological safety. Divisional level observations are too far removed from where so much of this sense of safety is driven from.

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Clarity and consistency on how programs and people are evaluated 

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Clarity and consistency on how programs and people are evaluated 

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Yes management should model the behavior through actions not just words 

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Yes management should model the behavior through actions not just words 

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Is the difference between OK and great work.

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hybrid/remote environment doesn't foster connections as well - requires more work to establish and maintain

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cynicism among staff

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Safety leads to true collaboration

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It allows people to feel respected

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willingness to compromise to move forward

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willingness to compromise to move forward

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Differing levels of information and resources, real and perceived. 

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Differing levels of information and resources, real and perceived. 

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Inclusivity matters

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Distinguishing between psychological safety and emotional safety

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fostering an environment where people feel safe taking risks in order to innovate

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With fewer resources, staff need to feel trusted so they are able to move faster. In an unsafe environment, there is more concern about being able to move quickly.

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We are in a hierarchical organization and sometimes that cannot be fully collapsed to allow for certain desires for psychological safety

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truthful discussions help everyone learn

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truthful discussions help everyone learn

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It is important because it allows each person to bring their whole selves to work.

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As much transparency as possible.

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Is it okay to make mistakes?

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Clarity around how all of the pieces fit together...culture commitments, DEIBJ, psychological saftey, etc.

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Clarity around how all of the pieces fit together...culture commitments, DEIBJ, psychological saftey, etc.

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knowing that we have new leadership coming in and not knowing what might change

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Fear of "standing out" in discussions about budget cuts and layoffs

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Financial capacity to do everything we need to do.

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Everyone deserves to feel safe at work

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Disagreements are okay. Yelling is not

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Safe to contribute; Safe to challenge; Safe to fail

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Safe to contribute; Safe to challenge; Safe to fail

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Also wondering about the differences between feeling psychologically safe and self confident

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feeling that you can speak up and have your opinion respected

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trust feels inherent; comfort is somewhat different. there may be conflict and generative tension in a trusting or safe environment that may not feel comfortable or comforting. But there is a place for comfort as well.

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Ongoing sense of lack of transparency whether accurate or not

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We want our teams to feel comfortable with giving their opinions and pushing back.

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Innovation requires trust and disagreement.

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People are really siloed within their teams

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The ability to share your ideas and relevant opinions

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rebuilding and healing post-RIF and in preparation for more change

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and i think this divide continues to cause from friction

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People are working at/beyond capacity and have change fatigue.  Will they have the bandwidth to make the most of this program?

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People are working at/beyond capacity and have change fatigue.  Will they have the bandwidth to make the most of this program?

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Making sure staff feel psychological safety after layoffs and RIF

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Making sure staff feel psychological safety after layoffs and RIF

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Being true to yourself

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Is my job safe?

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I want our colleagues to feel they are valued and appreciated for who they are and what they bring to the workplace

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I want our colleagues to feel they are valued and appreciated for who they are and what they bring to the workplace

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The space to speak truthfully and be heard and acknowledged.

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Ability to disagree with those who are higher in the org chart

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select the "+" button at the top of each column to create a new post