Transforming the way we Connect Newsletter
July 2024, Issue No. 6
OVERVIEW: Julie's "One-Degree Shift" newsletters are a guide for leaders to make subtle yet impactful changes which foster well-being and connection in the workplace.
In our last issue, we delved into Learner Safety, and today, we're moving forward to discuss 'Contributor Safety' and how it supports your One-Degree Shift this month.
Consistent, repeatable actions are the foundations for building unrelenting trust.
It’s time to: shift perspective; lean into the discomfort; and, Transform the way we Connect.
~ Julie Gillespie
Contributor Safety: Empowering Participation
Contributor Safety, the third stage in Timothy R. Clark’s model, is about creating an environment where individuals feel safe to contribute and make a difference. When people feel secure in their ability to add value without fear of ridicule or rejection, they are more likely to engage and share their ideas, leading to increased innovation and team success.
Contributor Safety depends upon Inclusion and Learner Safety to be present
Why Contributor Safety Matters
Contributor Safety is crucial for building a thriving and innovative workplace. When team members feel safe to share their ideas, it leads to a more dynamic and productive environment. Here are three key benefits derived from fostering Contributor Safety:
Enhanced Innovation: Safe environments encourage creative thinking and risk-taking, essential for innovation. Confident team members share unconventional ideas, leading to new possibilities and solutions.
Increased Engagement: Valued contributions lead to higher engagement and investment in work, resulting in greater productivity and job satisfaction.
Stronger Team Collaboration: Contributor Safety promotes open communication and mutual respect, fostering a collaborative atmosphere where diverse perspectives enhance decision-making and problem-solving.
Monthly Focus: Actions to Develop Contributor Safety
What Does ‘Good’ Look Like? For this month's One-Degree Shift
A team with high Contributor Safety is confident in their ability to contribute without fear. This confidence leads to proactive engagement, with team members actively seeking opportunities to add value. A "good" environment is characterized by high participation, mutual respect, and continuous innovation. Here's how:
Encourage Open Dialogue: Establish channels for team members to share ideas without fear. Regular brainstorming sessions and anonymous feedback mechanisms are effective.
Acknowledge Contributions: Publicly recognise and celebrate team members' contributions. A simple thank you or acknowledgment, with the reason why, in meetings can have a significant impact.
Provide Constructive Feedback: Focus feedback on growth and development rather than criticism. Ensure it's specific, actionable, and delivered with empathy.
Model Inclusive Behavior: Lead by example by actively listening and appreciating diverse viewpoints. Demonstrate that all contributions are valued.
This podcast is still on my list of favourites. Cecil has a leadership style that encourages Contribution:
Your Actions Count
By prioritising contributor safety, your demonstrating your continued commitment to an inclusive culture. Start by assessing your current team dynamics and identifying areas where individuals may feel hesitant to contribute. Implement small changes to encourage participation and gradually build an environment where everyone feels safe to share their ideas.
The One-Degree Shift podcast episode with Cecil Barnard showed some great examples of how to hold space for open and participatory contribution, safely.
Reflect on your current leadership style. Are there ways you can cultivate a safer space for contribution within your team? Share your thoughts and experiences in the comments below, and let's continue this conversation on building a culture of continuous growth.
Let’s Shift: I’m here for you
What now?
If you’re interested in deepening your understanding of this topic, here is a list of some great resources:
"The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth" by Amy C. Edmondson. This book delves into the importance of psychological safety and provides practical advice for leaders to create safer and more productive workplaces.
"WorkLife with Adam Grant". Adam is an organisational psychologist, explores different aspects of workplace dynamics, including psychological safety. Episodes like "Building Cultures of Originality" and "How to Trust People You Don’t Like" are particularly relevant.
To learn more about Psychological Safety and Managing Psychosocial Hazards in the workplace, here are my go to resources:
Timothy R. Clarkes book: The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation
Understanding the international guidelines for managing psychosocial risk in the ISO45003 by Flourish DX Academy.
If you are unsure how to make this work, I am here to help. Let's chat.
My hope is that this newsletter will be your support throughout the year. Effective practices will be laid out within it, designed to meet you where you are. Each month, we are going to widen your lens, one degree at a time.
With heartfelt gratitude,
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