Your Greatest Advantage
October 29, 2024A Passport or a Prison?
November 12, 2024
Cicely Simpson | Read time: 5:00 minutes
Welcome to your weekly playbook for leaders and achievers!
Get actionable tips to rethink, redefine, and revolutionize your leadership to be a 21st Century leader in 5 minutes or less.
Transform Your Team
Here are my team secrets...shhhh!
I've been in leadership roles since I was 26.
My leadership mantra has always been "you must lead yourself first before you lead others." Put another way "You can't lead others until you learn to lead yourself first."
If you've read my book, you know my leadership journey has been shaped by my father who was a Marine in Vietnam.
I've been a leader who was stormin' norman - establish a division, build teams, lead domesticly and globally.
I've been a leader who was asked to chart a new course, a new strategy for an existing team and business unit.
Earlier this year, a client who I've represented for the past couple of years, asked me to help build their teams, set a new strategy for success, and develop their leaders.
I quickly realized the team challenges were real:
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Low morale
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High turnover
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Short-staffed team
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Frustrated internal colleagues
I knew I needed to get them focused and moving forward together.
But how?
By listening. Being authentic. Showing them I cared.
I needed to establish psychological safety.
Then they’d be more open to the future vision we could create together.
I was upfront: I didn’t have all the answers. I'm just here to help.
I explained that I've built and led high performing teams and business units BUT that doesn't mean what I have done in the past would work for them.
If they’d trust me, we would figure this out together and have some fun in the process.
Pull up your chair and I'll explain more...
Building Psychological Safety
By admitting I didn't have all of the answers...
By explaining I needed to find a way that worked for them...
I got their attention.
Now what?????
I knew I needed to lead by example - demonstrate the trust and transparency that I was offering, but that I also needed from them.
Here are some of the ways I use to create psychological safety (that are also backed by science and years of leadership):
1. Active Listening: Ensure everyone is heard. This sends the signal that their opinions are valued.
Example: Ask questions before giving your opinion. It reinforces the idea that listening is twice as important as speaking. I rarely give them the answers. I ask questions to help them arrive at the answers themselves. The look on their faces when the light bulb goes off is awesome.
2. Openness to Ideas: Create a platform where all ideas, however unconventional, can be discussed. This sparks innovation.
Example: Implement a “No Judgment Zone” during brainstorming sessions where any idea, no matter how out-of-the-box, is welcomed.
3. Provide Space and Grace: A no-blame culture that allows questions without repercussions increases understanding and solutions.
Example: Hold an “Office Hours” session, where team members can share questions or concerns without fear of judgment.
4. Acknowledge Effort: Regularly spotlight the hard work and good intentions of team members. Recognition builds respect and goodwill.
Example: Create and make space for "shout outs", "kudos moments" visible to all team members. Let anyone post a note recognizing a colleague’s hard work or positive impact.
5. Be Transparent and Vulnerable: Encourage team members to admit when they don’t know something. It’s a strength, not a weakness. This sets the tone for a transparent and honest environment.
Example: Allow your team to be heard. As the leader, be the first to admit you don't have all of the answers. I repeatedly say I'll tell you what I know. I'll tell you what I don't know." We'll figure it out together. Create an "ownership mindset" while also being transparent and vulnerable. It is totally doable and will move your team forward in ways you cannot imagine.
Making It Work for You
It’s one thing to talk about psychological safety and another to implement it. This one has been the biggest challenge I've encountered in creating a safe and trusting space.
Just start with one of the tips above.
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Introduce one of these tips in your next team meeting and your 1:1s.
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Discuss the journey you are on together and explain why.
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Open the floor for feedback. Be comfortable with a few seconds of silence.
Building psychological safety is a commitment with big payoffs in teamwork, productivity, and innovation.
I'm still on the journey with these teams, and what an awesome journey it has been!
Until next week!
Cicely
📌 LEVEL UP: ASK ME ANYTHING!
Q: "Are trust and psychological safety the same thing?
A: Here's how I answered the question: "You can think of it this way: Trust is one to one while psychological safety is one to many. In both, you are creating a safe space for your, your team, and organization."
It's such a great question and the distinction is important.
Hope this helps you, friends! 👋🏽
Ask me a question, and I'll reply in next week's edition.
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