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Skip to main content Home Library Language If you are having trouble accessing these lessons or have any questions/feedback about this tool, please contact support@blueoceanbrain.com. Do not respond to this email. A LACK OF PSYCHOLOGICAL SAFETY CAN KILL DIVERSITY A LACK OF PSYCHOLOGICAL SAFETY CAN KILL DIVERSITY Print Diversity in the workplace is commonly considered a smart organizational goal, and it’s not just to avoid bias or discrimination; diverse teams have been proven to perform better. So what does a diverse team look like? Team diversity refers to a variety of differences in the ethnic, racial, age, gender, and religious makeup of the team. It also relates to the diversity of thought, skills, and experiences of the group which is where the real strength of the team lies. Making the Most of Diversity The primary way to make the most of your diverse team is to ensure everyone on it feels psychologically safe. When they feel safe, team members are much more likely to take new ideas to the group, which promotes innovation. They will also be more willing to question the old ways of doing things that are more habitual than effective. Team members know they can safely rock the boat without feeling like it will tip or that they’ll be tossed overboard. Creating a Psychologically Safe Place To create a culture of psychological safety that embraces the diversity of each team member, leaders are encouraged to do the following: Ensure team members know that the organization values thoughtful insights from all perspectives. Encourage team members to seek knowledge from one another and from outside the organization. Proactively invite input from all members of the team no matter their role in the company. React to both good and bad ideas with appreciation. Even solutions that will not work help narrow the ideas down to what will. Empower team members to make decisions within their roles, relying on their varied expertise. Do all great minds think alike? To answer this question, consider the contributions and backgrounds of the highest performing teams of which you’ve been a part over your career. Did groupthink get the best possible outcome? Or did debate and an exchange of ideas help you get to the best solution? Consider This: Employees from marginalized groups who feel pressured to adapt to the dominant group's culture are 27 percent more likely to have considered quitting in the past twelve months. FEATURE TOPIC VIDEO: WHAT DOES PSYCHOLOGICAL SAFETY MEAN? You probably have a pretty good idea what it feels like to be ... read more A LACK OF PSYCHOLOGICAL SAFETY CAN KILL DIVERSITY Diversity in the workplace is commonly considered a smart ... read more Current WHEN LEADERS PROVIDE SAFETY In her book, Amy Edmondson talks about two of her favorite examples of ... read more 1 2 3 +2 Point(s) × ×