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 · i,881 ratings  · 209 reviews

Beginning your review of The Fearless Arrangement: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth

Another adept TED Talk that was turned into a volume with less than stellar success. If you have had no prior exposure to the concept of creating psychological safety, y'all might notice this helpful. But, I would encourage you to just go sentry her TED Talk.

Oct 18, 2019 Jacob O'connor rated it really liked it

Information technology's unmanly to admit, simply sometimes I'm afraid. I worry almost what might happen. Sometimes the problem is across my force. I tin attest that if anxiety takes agree, information technology dominates my thoughts. This leads to my biggest point of agreement with Amy Edmondson. You can't think clearly when y'all're afraid. I desire to create a rubber environment in my office. I don't desire my team to fire calories on anxiety so that they don't have the resources to practise their best.

Notes:

Recommended by Matthew McDaniel

Librar

It'due south unmanly to admit, but sometimes I'chiliad afraid. I worry about what might happen. Sometimes the problem is beyond my strength. I can attest that if anxiety takes hold, information technology dominates my thoughts. This leads to my biggest point of agreement with Amy Edmondson. Y'all can't retrieve clearly when you're afraid. I want to create a safe environs in my office. I don't desire my team to fire calories on anxiety so that they don't have the resources to do their all-time.

Notes:

Recommended by Matthew McDaniel

Library book

Psychological prophylactic is broadly defined every bit a climate in which people are comfortable expressing and being themselves. More specifically, when people have psychological safety at work, they feel comfy sharing concerns and mistakes without costless of embarrassment out retribution (xvi)

Psychological safety was far and away the most of import of the five Dynamics we found (xviii)

fear inhibits learning. Research in Neuroscience shows that fright consumes physiological resources, diverting them from parts of the encephalon that manage working memory and process new data. This impairs analytic thinking, artistic insight, and problem solving (14)

how psychologically safe a person feels strongly shapes the propensity to appoint in learning behaviors, such as information sharing, asking for aid, or experimenting. It likewise affects employee satisfaction (fourteen)

psychological safety exists when people experience their workplace is an environment where they can speak upwardly, offering ideas, and ask questions without fear of being punished or embarrassed (xv)

VUCA - volatility, dubiety, complexity, and ambiguity (19)

people often hold back even when they believe that what they take to say could be important for the organization, for the customer, or for themselves (31)

Workaround = accomplishes the immediate goal but knows nothing to diagnose or solve the trouble that triggered the work around in the first place (37)

* leaders who welcome only good news create fear that blocks them from hearing the truth
* many managers confuse setting high standards with adept direction
* a lack of psychological safety tin can create an illusion of success that eventually turns into serious business failures
* early information about shortcomings can nearly always mitigate the size and impact of future, big - scale failure (71)

Freedom to fail (109)

Extreme artlessness - no one has the right to hold a disquisitional opinion without speaking up nearly it" (109). Personal note : this could probably be taken as well far

Leaders who are willing to say I don't know play a surprisingly powerful role in engaging the hearts and minds of employees (124)

The most important skill to principal is that a framing the piece of work (158)

emphasizing a sense of purpose... Motivating people by articulating a compelling purpose is a well - established leadership chore (166)

productive responses are characterized by three elements: expressions of appreciation, and sanctioning clear violations (173)

You can't take also much psychological safety, just y'all can take too picayune subject (196)

...more than

Powerful, emotion invoking case studies and stories showcase the role psychological safe plays in the success and failure of teams, projects, events and endeavors. The fearless organization is a book that leads by example. While explanations illuminate the anecdotes, the stories themselves speak to the necessity of creating workplaces that comprehend people speaking up.

Interestingly as well, several tables and sections throughout the book list common mindsets that are antithetical to psychologica

Powerful, emotion invoking case studies and stories showcase the role psychological safety plays in the success and failure of teams, projects, events and endeavors. The fearless organisation is a volume that leads by example. While explanations illuminate the anecdotes, the stories themselves speak to the necessity of creating workplaces that cover people speaking up.

Interestingly as well, several tables and sections throughout the book list common mindsets that are antonymous to psychological safe, which I am sure many readers volition chronicle to. Existence able to meet and articulate the problems around you is immensely powerful, and The Fearless Organization is a neat lens with which to view them.

...more

December 23, 2019 Tõnu Vahtra rated it really liked information technology

"A culture of silence is a dangerous culture" This volume does well with defining psychological safe and its importance in whatever organization. It besides describes the consequences of depression levels of psychological safety and organizations that are driven by fear. I was less impressed by the part about increasing psychological safety in the system which felt a bit short and not and so well structured (I guess more than piece of work is needed on that office). This is already not the outset book that brought Nokia every bit a "A culture of silence is a unsafe culture" This book does well with defining psychological safety and its importance in any organisation. It also describes the consequences of low levels of psychological safety and organizations that are driven by fright. I was less impressed by the part about increasing psychological safety in the organization which felt a flake short and non so well structured (I guess more work is needed on that part). This is already non the first book that brought Nokia as an example of an arrangement with depression levels of psychological safety (downfall with Symbian, people afraid to raise bug to senior managers), Pixar, Google and Bridgewater were on the other end of this spectrum.

"Psychological safety is broadly divers as a climate in which people are comfortable expressing and beingness themselves. More specifically, when people have psychological prophylactic at work, they feel comfy sharing concerns and mistakes without fear of embarrassment or retribution. They are confident that they can speak up and won't be humiliated, ignored, or blamed. They know they tin can ask questions when they are unsure about something. They tend to trust and respect their colleagues. When a work surround has reasonably high psychological rubber, good things happen: mistakes are reported quickly and then that prompt corrective activity can be taken; seamless coordination across groups or departments is enabled, and potentially game-changing ideas for innovation are shared. In curt, psychological safety is a crucial source of value cosmos in organizations operating in a complex, changing environment."

Fear inhibits learning. Research in neuroscience shows that fear consumes physiological resource, diverting them from parts of the brain that manage working memory and process new information. This impairs analytic thinking, creative insight, and trouble solving.

How psychologically safe a person feels strongly shapes the propensity to engage in learning behaviors, such as information sharing, asking for help, or experimenting. It as well affects employee satisfaction .

VUCA - volatility, uncertainty, complexity, and ambivalence

Leaders toolkit for edifice psychological safety:
one. A leader must set up the stage past framing the piece of work (setting the expectations and clarifying the need for voice) and emphasizing the purpose (identifying what's at stake, why it matters and for whom) so that he accomplishes an atmosphere of shared expectations and pregnant.
2. A leader must invite participation past demonstrating situational humility (admitting gaps), practicing inquiry (asking good questions) and setting upwards structures and processes (creating forums and providing guidelines for give-and-take).
3. Responding productively which encompasses expressing appreciation, destigmatizing failure, and sanctioning clear violations which, in turn, should achieve company-broad orientation toward continuous learning.

"Bureaucracy (or, more specifically, the fear it creates when not handled well) reduces psychological safety."
"High standards in a context where there is uncertainty or interdependence (or both) combined with a lack of psychological safe comprise a recipe for suboptimal operation."
"Low levels of psychological safety can create a culture of silence (artificial harmony). They tin also create a Cassandra civilisation—an environment in which speaking up is belittled and warnings go unheeded."

"Cheating and roofing up are natural by-products of a pinnacle-down culture that does not take "no" or "it can't exist done" for an respond. Only combining this culture with a belief that a brilliant strategy formulated in the by volition concord indefinitely into the future becomes a certain recipe for failure."

"failure of an employee to speak upwards in a crucial moment cannot exist seen. This is true whether that employee is on the front lines of customer service or sitting next to you in the executive board room. And because not offering an idea is an invisible act, information technology'due south hard to engage in real-fourth dimension course correction. This means that psychologically safe workplaces have a powerful advantage in competitive industries."

...more

This is an important topic, but it's a pretty bad book. Chapters 1-vi are packed with cautionary anecdotes demonstrating the badness of psychologically dangerous organizations. The chapter summaries for these are virtually interchangeable. Affiliate 7 is a hodge-podge of management and leadership best practices ranging freely through coaching, emotional intelligence, communication, strategic vision, and governance. The theme of psychological safety is nowadays as a kind of guiding star, but otherwise i This is an important topic, but it's a pretty bad book. Chapters ane-6 are packed with cautionary anecdotes demonstrating the badness of psychologically unsafe organizations. The affiliate summaries for these are virtually interchangeable. Chapter 7 is a hodge-podge of direction and leadership best practices ranging freely through coaching, emotional intelligence, communication, strategic vision, and governance. The theme of psychological safety is present every bit a kind of guiding star, but otherwise it reads like a high level overview of a dozen other direction books. Chapter 8 is a FAQ.

I suppose that a book like this serves a purpose in getting the discussion out that this is an important upshot. A much better book could take come from taking Chapter vii as a bones outline and developing from in that location.

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Dec 26, 2020 Vlad rated it information technology was ok

Good overview of an important concept, but slipshod reporting. Have worked directly in more than one of the orgs profiled in the book, and know that the writer was fed (and apparently adopted wholesale) a PR line, casting the residual of the piece of work into uncertainty for me.

This book reminded me of what the Anna Karenina-principle. Successful organisations are often alike ane another, whereas every failed arrangement (unremarkably) has an interesting story to tell. However, avoiding mistakes volition only get you so far (as the author does point out), so doing things right takes gut and effort.
I knew about the google example from earlier and had the privilege of working for good organisations and so far. Hence I bought the primary merits on page x of the volume. Hearing more than and mor This volume reminded me of what the Anna Karenina-principle. Successful organisations are frequently alike i another, whereas every failed organisation (usually) has an interesting story to tell. Yet, avoiding mistakes will just get you lot so far (as the author does point out), so doing things correct takes gut and try.
I knew about the google example from before and had the privilege of working for expert organisations so far. Hence I bought the main claim on page 10 of the book. Hearing more than and more failed examples was entertaining, but I came here for tips on implementing, not for horror stories. There was a actually proficient volume hiding in there, but I felt it took a bit likewise many pages before information technology started uncover.

Full five stars for the topic, though. No question regarding that part of it :)

...more than

February 28, 2019 Daniel Cukier rated it it was amazing

Do you know those books that upgrade your agreement of the globe and enact real skilful changes in your life? This is what "The fearless arrangement" was to me.

The author is not only very precise to depict the "psychological safety" concepts with scientific rigor, only also to address practical advices on how to implement these concepts in existent life.

One week later on reading this volume and I can feel positive changes on my behavior when dealing with people.

I hope this book can reach a broader au

Do you lot know those books that upgrade your understanding of the world and enact existent skillful changes in your life? This is what "The fearless organization" was to me.

The writer is not only very precise to describe the "psychological safety" concepts with scientific rigor, merely also to address practical advices on how to implement these concepts in existent life.

One week afterwards reading this book and I tin feel positive changes on my behavior when dealing with people.

I hope this volume can achieve a broader audience and help to create a whole new earth of omnipresent psychological rubber

...more

This volume is a smooth read to get a scrap more insight into the research and case studies around psychological safe. Nonetheless, you can see the tension between a well researched scholastic book and an piece of cake how to guide for business people. Unfortunately It ends up falling curt in both categories.

Some of Amy Edmoson's articles and blogs give you the same info with no narrative behind but accomplish the same goal perfectly.

This book is a smooth read to get a bit more insight into the research and instance studies around psychological rubber. Nevertheless, y'all can come across the tension between a well researched scholastic book and an piece of cake how to guide for business people. Unfortunately It ends up falling curt in both categories.

Some of Amy Edmoson's manufactures and blogs give you the same info with no narrative backside but reach the same goal perfectly.

...more

I had great expectations on this book since the author seems to be the authority on the subject. What I did aopreciate about it was solid scientific references. It feels that the bigger part of the volume is lengthy wordy stories through. Some, similar the one almost pilots in an emergency, seems to be very vagely related pstchological safey. There are perhaps 30 good pages in hither, but to unfocused and lengthy for my gustation.

Oct 18, 2020 Oscar Romero rated it it was amazing

I honestly experience I could give this book 10 stars--it sure deserves them. We all should read and give away this book to our bosses.....Also bad some of our bosses do not intendance most reading nor learning virtually how to run companies better...I practice like the instance well-nigh health care--the example of a nurse agape of telling the doctor anything--and what is more amazing--it keeps happening. Why? considering some Doctors still not capable to understand how to piece of work better together--how to encourage liberty of s I honestly feel I could give this volume 10 stars--it sure deserves them. We all should read and give away this book to our bosses.....Too bad some of our bosses do not care most reading nor learning about how to run companies better...I do like the example about health care--the example of a nurse afraid of telling the doctor annihilation--and what is more amazing--it keeps happening. Why? because some Doctors still not capable to sympathise how to work meliorate together--how to encourage freedom of speech at work--even from our helpers. Why? Because these aforementioned helpers are the best to point us in the right management-sometimes, if we desire to improve our quality of service.

It happens all the fourth dimension where I work--my employees are coming out with so many great solutions--I am impressed! Only you know what is more impressing still? They are impressed themselves that they could provide such an amazing feedback--and that the company is giving them credit for it.

I am so glad I am learning how to create a safety environment for them at work. The learning never ends! we can make it ameliorate nonetheless-we can start spreading it to all departments too. Read this book--you will love it for sure. And I sure hope you tin start practicing at piece of work, at habitation and at school.

...more

An informative book on psychological safety in the workplace and the benefits information technology creates in a culture of inclusion, learning, innovation, and growth. It reiterated many aspects of a book called the 4 phases of psychological condom and enhanced it with examples from the manufacture. I recommend it not but for leaders in an system, but, for everyone. The ideas here can back up the cultivation of a workplace that enhances belonging, engagement, inspiration, and better outcomes towards the mi An informative book on psychological safe in the workplace and the benefits information technology creates in a culture of inclusion, learning, innovation, and growth. It reiterated many aspects of a volume called the four phases of psychological condom and enhanced it with examples from the industry. I recommend it not only for leaders in an organization, but, for everyone. The ideas here can back up the cultivation of a workplace that enhances belonging, engagement, inspiration, and better outcomes towards the mission of an arrangement. ...more

Mar 21, 2020 Alexandra rated it really liked it

Nearly of this I knew...I'm starting to recollect I know more than about psychological condom than most. Anyway if you're not up on it this book will make sure you are now! The starting time half merely talks about the research and the baseline. The 2nd half was near case studies -intriguing.

"Request questions tends not to make the leader seem, non weak, only thoughtful and wise....rules of thumb for asking a good question:
1) yous don't know the answer
2) you enquire questions that d not limit the response options to y

Well-nigh of this I knew...I'thou starting to think I know more about psychological safety than most. Anyway if you're non upwards on it this volume volition make sure y'all are now! The start one-half just talks about the enquiry and the baseline. The 2d half was almost instance studies -intriguing.

"Asking questions tends not to brand the leader seem, not weak, just thoughtful and wise....rules of thumb for asking a good question:
i) you don't know the answer
two) you ask questions that d not limit the response options to yes or no
3) you phrase the question in a way that helps others share their thinking in a focused way.
...powerful questions, those that inspire, provoke, and shift people'southward thinking. Attributes:
1) generates curiosity in the listener
two) stimulates reflective chat
3) is thought provoking
4) surfaces underlying assumptions
v) invites inventiveness and new possibilities
6) generates free energy and forward motion
7) channels attention and focuses enquiry
8) stays with participants
9) touches a deep meaning
10) evokes more questions"

"Have I antiseptic the boundaries? Exercise people know what constitutes blame worthy acts in our organization? Do I respond to clear violations in an accordingly tough manner so as to influence future behavior?"

...more than

4.5 stars
The book is dedicated to a very clear topic (psychological safety as a foundation of successful organizations) & I think it does what's promised - covers the topic end-to-finish. But I couldn't assistance a feeling that what was truly essential was covered in the chapter ane and the residuum of the volume is non much more than a repetition ;/

What did I like? There are good & relevant examples, there's articulate description what's the deviation between fearless & over-protective (I can't recall the exact

4.5 stars
The volume is dedicated to a very clear topic (psychological safety as a foundation of successful organizations) & I think it does what's promised - covers the topic end-to-end. But I couldn't help a feeling that what was truly essential was covered in the chapter 1 and the residue of the book is not much more than than a repetition ;/

What did I like? There are good & relevant examples, there's clear clarification what'due south the difference between fearless & over-protective (I tin't call back the exactly wording here), at that place's a nice answer to the question about visible successes of some companies ruled in typically hierarchical, loftier-stress style. You can also find hither psychological aspects of fear & how it impacts (on a psychosomatic level) our capabilities. There'southward also a dainty chapter nigh Candor - zero you could discover in "Radical Candor", just it'south expert enough to fit the context hither.

In general - a expert book, that quite nicely wraps the topic upwardly.

...more

A book for people who want to learn how to become more open and set the stride for an open system. Information technology helps also to understand others better.

Jun 19, 2020 Nopadol Rompho rated it really liked information technology

It's proficient volume that tells yous most the fearless organization where people tin can tell the truth that can save organization from disasters. Love it. It'southward practiced book that tells you well-nigh the fearless organization where people tin tell the truth that can save organization from disasters. Love it. ...more than

Oct 29, 2020 Kim rated it really liked information technology

Thoughtful, practical, actionable, and straightforward. Excellent volume!

Ideas and principles backed up with prove.

Aug 09, 2021 Thuy rated it it was amazing

Peachy introduction to psychological safe for the residue of us. I read chapters one (introduction) and chapter 7 (Making information technology happen) to go a expert overview and practical guide on what I should exist doing. If you similar case studies and stories that serve an example, read the whole book.

Feb 22, 2022 Cian Aherne rated information technology it was amazing

Plenty of proficient lessons to bring to where I piece of work. Links very closely with trauma-informed care principles.

Everyone knows it intuitively simply now information technology'south gathered and supported with a tone of research from dissimilar industries Respect matters. The benefit of the dubiousness foster learning. Fail is not a bug in a learning process, just a part of the process. Everyone knows it intuitively but now it's gathered and supported with a tone of research from dissimilar industries Respect matters. The do good of the doubt foster learning. Neglect is not a issues in a learning process, but a part of the process. ...more

Mar 06, 2022 Hamish Grable rated it actually liked it

#thefearlessorganization by #amyedmondson @harvardhbs #harvardbusinessschool #wileypublishing
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Amy Edmondson takes quite some time to ascertain what Psychological Safety is. And probably fifty-fifty more time to specify what it is not
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I have defined psychological safety as the belief that the work environment is rubber for interpersonal risk taking. The concept refers to the feel of feeling able to speak up with relevant ideas, questions, or concerns. Psychological safety is present when colleagues tr #thefearlessorganization by #amyedmondson @harvardhbs #harvardbusinessschool #wileypublishing
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Amy Edmondson takes quite some fourth dimension to ascertain what Psychological Safety is. And probably even more time to specify what it is not
…
I have divers psychological condom as the belief that the work surround is rubber for interpersonal hazard taking. The concept refers to the experience of feeling able to speak up with relevant ideas, questions, or concerns. Psychological safety is present when colleagues trust and respect each other and feel able – even obligated – to be candid
…
Psychological safety isn't about beingness nice
…
Psychological rubber isn't a personality factor
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Psychological safety isn't just some other word for trust
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Psychological safety isn't well-nigh lowering performance standards
…
In any challenging manufacture setting, leaders take two vital tasks. 1, they must build psychological prophylactic to spur learning and avoid preventable failures; 2, they must set up loftier standards and inspire and enable people to reach them. Setting high standards remains a crucial management job. So does sharing, sharpening, and continually emphasizing a worthy purpose
…
A peachy read for any #leader and in any organization or context
…
Have you #read this #volume? What do you think? ...more than

Very of import field of study and, overall, a skilful book on the discipline.
Information density is simply ok and applied awarding tips are pretty generic.

Mar 31, 2022 Niklas Angmyr rated information technology really liked it

A straightforward book on an important aspect of business organizations. But, psychological safety is piece of cake to describe conceptually simply harder to nail more than explicit and can likewise be applied very differently. Overall I think information technology is about being human and seeing people, teams and organizations every bit subjects and non as means.

Oct 13, 2020 Daryl rated it really liked it

Lots of proficient info in this 1. The writing is fluid and goes downwards easy, and the writer provides data to back up what is ultimately a pretty common sense premise. Well worth a read if you lot manage a team.

I had loftier hopes. The start chapter was splendid, simply the volume quickly deterioriated into Just Another Business book, using as examples wildly successful companies whose stories are tangentially related to the writer's indicate. I had high hopes. The first chapter was excellent, but the book rapidly deterioriated into Merely Some other Concern book, using equally examples wildly successful companies whose stories are tangentially related to the writer'south point. ...more than

It was ok basically a 200 folio book telling you lot not to be an a**h*le in the piece of work place

There is a skillful chance I would have given this book a better rating had it not been my tertiary in a row on the topic of building well-functioning teams (the other two being Leonconi's "The V Dysfunctions of a Team" and Scott'due south "Radical Candor").
The bad: it is not well written (both the 5 Dysfunctions and Radical Candor are much more fun to read) and since Edmondson is a professor it lacks the useful, practical advice Scott (who has bodily feel managing at Google and Apple tree) gives in her bo At that place is a good chance I would have given this book a better rating had it non been my third in a row on the topic of building well-functioning teams (the other two being Leonconi's "The V Dysfunctions of a Squad" and Scott's "Radical Candor").
The bad: it is not well written (both the 5 Dysfunctions and Radical Candor are much more fun to read) and since Edmondson is a professor it lacks the useful, practical advice Scott (who has actual experience managing at Google and Apple) gives in her book.
The skilful: Since Edmondson is a professor it is the only book of the three that actually backs up its findings with peer-reviewed studies. Thus it is a proficient complement to the other 2 books. It is comforting to know that there is actual research supporting some of the intuitions of Leonconi and Scott. Edmondson is also the ane deserving credit for coining the term psychological safe. So perhaps non surprisingly, she also has the best definition I've heard to appointment: Psychological safety is "the belief that the work surround is rubber for interpersonal take a chance-taking."
Last simply not least, I know I only complained nigh the lack of useful advice in this book (which–who knows–I might feel differently about, had I read the books in dissimilar order), only there is 1 nugget subconscious at the very end of the book that I'll leave you with: the best fashion to plant an environs of psychological safety is to act as though information technology already exists. ...more

Sep 27, 2019 Adam Haller rated it really liked information technology

If yous have always been office of a team that was not performing at its top potential, with lots of hushed whispers most part politics, then you must read Edmondson'due south well researched and concise volume on how to conquer the bad, and reach for business greatness.

Past citing several well known cases, and exploring epic failures that created losses for society style across the companies and their stakeholders, the writer really drives habitation the point that leaders need to mind to their staff. She points o

If you accept ever been part of a team that was not performing at its acme potential, with lots of hushed whispers about office politics, so you must read Edmondson's well researched and concise book on how to conquer the bad, and reach for concern greatness.

Past citing several well known cases, and exploring epic failures that created losses for society way across the companies and their stakeholders, the author really drives home the point that leaders need to mind to their staff. She points out how hard it can be to speak upwards, and provides strategies for workers and managers to actually learn and better.

On the other paw, the existent world is such that I don't see most organizations becoming fearless anytime soon. Human nature, strict hierarchy, status quo bias, and other nefarious realities volition work their hardest to go on people in their place. I recall the writer could've gone deeper into just how difficult it is to be a whistle blower and why these fears are real and founded, being a permanent constraint on progress for organizations of all types.

...more than

Amy C. Edmondson is the Novartis Professor of Leadership and Direction at the Harvard Business organisation School, where she teaches courses in leadership, organizational learning, and operations management in the MBA and Executive Education programs.

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Luvvie Ajayi Jones—writer, cultural critic, digital entrepreneur—might be best described as a professional person truthteller. Her crazily popular...

"Cheating and roofing up are natural past-products of a elevation-downwardly culture that does not accept "no" or "it tin can't be washed" for an answer. But combining this culture with a belief that a bright strategy formulated in the past volition concur indefinitely into the futurity becomes a certain recipe for failure." — 2 likes

"Bureaucracy (or, more specifically, the fright it creates when non handled well) reduces psychological safety." — two likes

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