Tag: psychological safety

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» Motivation comes from making progress in meaningful work

» A mission-focused team tackling poorly understood problems may appear unproductive to outsiders

» It is everyone’s responsibility to act upon negative behaviour / thinking, but without assigning blame

» Even in the most controversial negotiations, the other party is just like you and aims to walk away happy

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» To reduce coordination cost, partition the work by time or space

» Behavioural design considers customers’ levels of mental energy, cognitive biases, and their existing patterns

» Successful organisations reinforce psychological safety in different ways

» Adding more people to a team makes communication a more significant overhead

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» We perform better when we bring our emotions to work

» Call out toxic workplaces, but also have an exit strategy

» An effective team needs: psychological safety, dependability, structure & clarity, meaning, and impact

» Treat psychological safety as a key business metric, as important as revenue, cost of sales, or uptime

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» Problems come and go, but culture is forever

» Psychological safety presents a new set of social norms

» Product managers should be at the forefront of helping organisations to do things better for people

» The corporate vision explains why the company exists

» Open forums and communication lines between teams helps to maintain alignment

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» Leaders have a disporportionate impact on the psychological safety of their teams

» Effective teams feel their work means something and makes a difference

» A servant leader’s motivation begins with a consious choice to serve others without self-interest

» A leader can show support and respect by approving and following a team’s social charter

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A virtual roundtable discussion for product leaders and C-level roles.

We’ll be discussing:
how to measure product manager performance;
how to provide opportunities for career growth; and
the challenges of managing product managers and product owners.