As a leaders you should: - Not interrupt teammates during conversations This will establish an interrupting norm. Address the issue if people have a tendency to go on long dialogs via [[Candid feedback]] - Demonstrate you are listening by __summarizing__ or __paraphrasing__ what people say after they said it, and then giving your response - Admit what you don’t know or that you made a mistake, even go out of your way to talk about mistakes the team would not have noticed It’s important to be vulnerable in front of your teams to show them that’s okay - Not end a meeting until all team members have expressed at least one point of view. Take an action if you have team members that consistently does not express a point of view in meeting. This could be because - They dont find the meeting relevant for them - There are too many people invited to the meeting and it is hard to find speaking time - They don't feel comfortable expression their view in the current environment - Encourage people who are upset to express their frustrations, and encourage teammates to respond in nonjudgmental ways - Call out intergroup conflicts and resolve them through open discussion. And do this as soon as you feel there is something a little off the longer an issue exists the harder it becomes to resolve it - With kindness and compassion note and openly address when a team member is dominating conversations - Praise people showing the desired behavior or delivering what you agree upon Praise is a simple and effective tool to signal what you want, remove doubts, create a positive culture ## Google’s checklist to ensure psychological safety As a leaders you should: - Not interrupt teammates during conversations (This will establish an interrupting norm) - Demonstrate you are listening by __summarizing__ or __paraphrasing__ what people say after they said it - Admit what you don’t know or that you made a mistake ( It’s important to be vulnerable in front of your teams to show them that’s okay) - Not end a meeting until all team members have expressed at least one point of view - Encourage people who are upset to express their frustrations, and encourage teammates to respond in nonjudgmental ways - Call out intergroup conflicts and resolve them through open discussion - With kindness and compassion note and openly address when a team member is dominating conversations Source: https://www.peoplematters.in/blog/leadership/googles-checklist-ensure-psychological-safety-its-teams-13455 Source: https://spark-eq.com/psychological-safety-checklist-how-to-foster-high-team-performance/