<div dir="ltr">Thank you for sharing this, Kevin. I was thinking about sharing it more widely last week, but didn't get a chance. <div><br></div><div>Is there somewhere that TPG (or anyone) has accumulated links about things like this besides the archives of this mailing list?</div><div><br></div><div>Anne</div></div><div class="gmail_extra"><br><div class="gmail_quote">On Mon, Feb 29, 2016 at 8:56 AM, Mukunda Modell <span dir="ltr"><<a href="mailto:mmodell@wikimedia.org" target="_blank">mmodell@wikimedia.org</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex"><div dir="ltr"><blockquote style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex" class="gmail_quote">psychological safety — a group culture that the Harvard Business School
professor Amy Edmondson defines as a ‘‘shared belief held by members of a
team that the team is safe for interpersonal risk-taking.’’
Psychological safety is ‘‘a sense of confidence that the team will not
embarrass, reject or punish someone for speaking up,’’ <a href="http://web.b.ebscohost.com/ehost/detail/detail?sid=e55fd191-97da-4b52-a54d-d1ae6abb0a6e%40sessionmgr111&vid=1&hid=115&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=2003235&db=bth" target="_blank">Edmondson wrote in a study published in 1999</a>.
‘‘It describes a team climate characterized by interpersonal trust and
mutual respect in which people are comfortable being themselves.’’</blockquote><div><br></div><div>This is precisely why I like being a part of #releng, and I think it does indeed contribute quite a bit to working effectively "#together."<br><br></div></div><div class="HOEnZb"><div class="h5"><div class="gmail_extra"><br><div class="gmail_quote">On Fri, Feb 26, 2016 at 12:27 PM, Subramanya Sastry <span dir="ltr"><<a href="mailto:ssastry@wikimedia.org" target="_blank">ssastry@wikimedia.org</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">
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<div>I read that article as well .. To me,
this section stood out:<br>
<br>
<i>"What Project Aristotle has taught people within Google is that
no one wants to put on a ‘‘work face’’ when they get to the
office. No one wants to leave part of their personality and
inner life at home. But to be fully present at work, to feel
‘‘psychologically safe,’’ we must know that we can be free
enough, sometimes, to share the things that scare us without
fear of recriminations. We must be able to talk about what is
messy or sad, to have hard conversations with colleagues who are
driving us crazy. We can’t be focused just on efficiency"</i><div><div><br>
<br>
On 02/26/2016 12:20 PM, Kevin Smith wrote:<br>
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<div dir="ltr">Forwarding this to a wider list, since I think it's
of interest to anyone who works with teams.<br>
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<div class="gmail_quote">On Thu, Feb 25, 2016 at 5:04 PM,
Kristen Lans wrote:<br>
<blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><a href="http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html" target="_blank"></a><a href="http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html" target="_blank">http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html</a><span><font color="#888888">
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<div>It's a pretty long article, so for those who are
short on time, here is my very very abbreviated tl;dr:<br>
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<div>Google did a bunch of research to try go figure out
why some teams are effective and others are not. <br>
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"First, on the good teams, members spoke in roughly the same
proportion, a phenomenon the researchers referred to as
'equality in distribution of conversational turn-taking.' "
Note that there are a number of styles to achieve this,
including talking over each other, but fairly and with
consent. <br>
<br>
"Second, the good teams all had high ‘‘average social
sensitivity’’ — a fancy way of saying they were skilled at
intuiting how others felt based on their tone of voice,
their expressions and other nonverbal cues."<br>
<br>
"But Google’s data indicated that psychological safety, more
than anything else, was critical to making a team work."
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Kevin Smith<br>
Agile Coach, Wikimedia Foundation<br>
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<br></blockquote></div><br><br clear="all"><div><br></div>-- <br><div class="gmail_signature"><div dir="ltr"><div><div dir="ltr"><div><div dir="ltr"><div><b>Anne Gomez</b> // Product Manager, Fundraising & Reading<br><a href="https://wikimediafoundation.org/" target="_blank">https://wikimediafoundation.org/</a><br><br><i><font color="#999999">Imagine a world in which every single human being can freely share in the <br>sum of all knowledge. That's our commitment. <a href="http://donate.wikimedia.org" target="_blank">Donate</a>. </font></i><br><br><br></div></div></div></div></div></div></div>
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