Your team's psychological safety matters more than your momentary discomfort. 

There's been a noticeable change in the business landscape recently. Organisations are suddenly very keen to tackle the Psychosocial Hazards legislation and compliance.

Remember back in high-school and biology class?  One experiment was to see what we could cultivate or create in an environment we thought we controlled.  The Petri-dish was used to create the conditions to grow bacteria in a controlled and anticipated way.

When team members fail to show empathy towards another, it can make us feel undervalued and unheard.

“Without trust, we don’t truly collaborate; we merely coordinate or, at best, cooperate. It is trust that transforms a group of people into a team.” — Stephen Covey

Challenging our sense of Safety, Trust and Belonging.

Our ability to share everything, to look out for each other, and work together is what has helped us to survive to this very day. 

Our ability to share everything, to look out for each other, and work together is what has helped us to survive to this very day. 

Disruption seems to now be the new normal, and our inability to source quality replacements for team members who have left. So more is falling on the few. 

Have you ever stopped to think about the power of collective emotions?

When we don’t have the dots to join, we will make up our own dots, just to try make sense of it all.  This is a survival instinct. 

How much, or what, friction do we allow in order to grow?

Trust is the first thing to go. Followed by a process likely to include office gossip and toxic rhetoric which can even seep into conversations with customers and clients.

Understanding the emotional roots

The Role of Emotional Atmosphere in Team Success.

“Burnout is everybody’s business”

“I am pulling away to self-protect”.

Moral distress occurs when one knows the ethically correct action to take but is constrained by external factors, such as institutional policies or lack of resources.