This is such perfect timing! I just did my second piece on hedging that talks about it as a sign of psychological safety. When hedging is the default, it’s usually a sign that the language is working hard in rooms where it’s not safe to be assertive. If leaders can spot this in the language early as a diagnostic, it could save hours of “investigation” and surveys
I've definitely seen examples of outcomes > process - organizations that reward / recognize the leaders that deliver results even when the long term cost for the team is high.
for me, one of the most effective tools for creating psychological safety was role modeling the behavior that I wanted to promote.
When people asked good questions, I would walk through my thought process out loud and question my assumptions - and show that I was ok changing my mind in light of new information.
I did this openly and often in team meetings, and I noticed over time that it created the safety for team to interact with each other in the same way - respectfully challenging and debating, vs. staying silent or taking things offline.
I love this example. Too often, leaders and their teams take for granted what each understands about the other. The only way to overcome this is to be curious and ask questions but also to be patient and willing to explain what is happening in your head as you make decisions or take action.
Modeling this behavior for your team must have had a tremendously positive impact. Thanks so much for sharing, Joyce!
This is such perfect timing! I just did my second piece on hedging that talks about it as a sign of psychological safety. When hedging is the default, it’s usually a sign that the language is working hard in rooms where it’s not safe to be assertive. If leaders can spot this in the language early as a diagnostic, it could save hours of “investigation” and surveys
I love that guidance. Is this the piece? https://thestrategiclinguist.substack.com/p/when-hedging-has-nothing-to-do-with I can't wait to read and I hope my readers take a gander. It's such a smart signal to look for.
Yes! I’d love to hear what you think from your experience.
I've definitely seen examples of outcomes > process - organizations that reward / recognize the leaders that deliver results even when the long term cost for the team is high.
for me, one of the most effective tools for creating psychological safety was role modeling the behavior that I wanted to promote.
When people asked good questions, I would walk through my thought process out loud and question my assumptions - and show that I was ok changing my mind in light of new information.
I did this openly and often in team meetings, and I noticed over time that it created the safety for team to interact with each other in the same way - respectfully challenging and debating, vs. staying silent or taking things offline.
I love this example. Too often, leaders and their teams take for granted what each understands about the other. The only way to overcome this is to be curious and ask questions but also to be patient and willing to explain what is happening in your head as you make decisions or take action.
Modeling this behavior for your team must have had a tremendously positive impact. Thanks so much for sharing, Joyce!