Recent research has revealed various workplace challenges in Japan, including employee’s low satisfaction, declining motivation of senior staff members, low labor productivity, slow digitalization, and rejection of diversity. In the era of VUCA (Volatility, Uncertainty, Complexity and Ambiguity), leaders must be able to actively make decisions and initiate innovation despite this challenging environment.
How can we build a more innovative team?
As revealed in the Project Aristotle study done by Google, the key here is to have “Psychological Safety.” It is defined as a shared belief of each member that “it is safe to speak up in the team”. Many people may already be aware of the importance of this “Psychological Safety,” but they rarely know how to ensure it in business.
This is also mentioned in the Project Aristotle study.
There are two points to consider:
① Each team member can speak up as much as other members.
② Each team member shows sympathy for other members.
A team with these two characteristics has high psychological safety.
Furthermore, a team with high psychological safety can deliver greater performance and demonstrate better problem-solving skills.
In other words, a team with excellent talent yet without these two characteristics fails to show superior performance.
The same was indicated in the “Core Theory of Success” proposed by. Dr. Daniel Kim formerly of the Massachusetts Institute of Technology (MIT). As the quality of a team’s relationship improves and the psychological safety is enhanced, the quality of thinking improves, leading to an increase in the quality of actions and results.
G-POP® style Group Coaching (GC) is fully designed to enhance psychological safety.
Adoption of G-POP style Group Coaching will improve the quality of relationship (i.e. psychological safety), creating a success loop model.
