Microsoft narrowed its dozens of leadership principles to just three, two-word phrases.
It’s critical to start by understanding what — exactly — employees want to feel safe to do.
Awareness alone can’t effect change because of something psychologists call the “intention-implementation gap” or the “knowing-doing gap.”
Creating a culture of feedback was the most critical driver of positive outcomes.
Exercise and meditation can reduce baseline anxiety, but don’t address the cognitive causes of stress. Growth mindset may hold a solution.
New research found situational factors — not so much personal factors — led employees to speak up.
Being transparent costs leaders nothing — making transparency one of the most cost-effective ways to invigorate a workforce.
The more you help employees see each other as individuals, the stronger your entire team will be.
Leaders who stay aware of these five domains can create more psychological safety at work.
Think about identity — how to create a powerful, compelling group identity. That’s the key to unlocking our potential.