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.
A state with good “quality of relationship”
“Core Theory of Success” by. Dr. Daniel Kim formerly of MIT
A state with bad “quality of relationship”
You can find different methodologies to improve relationships in an organization. The “one-on-one approach” is one of those being introduced in companies and is effective when carried out properly. As shown in the evaluation chart below, the “one-on-one” seems to have an advantage over the other methods. Its effectiveness, however, may vary depending on the condition of the manager. Stable implementation can sometimes be difficult due to the unbalanced number of participants and managers.
Therefore, we would like to recommend our G-POP style Group Coaching (GC) which is standardized and can be easily implemented into practice.
A. Same amount of conversation
B. Sympathy for other members
① Time efficiency
② Flexibility for various workstyle
③ Easiness for implementation
④ Benefit for the participant
(*) This format is based on G-POP which shows how excellent performers achieve superior performances. It helps participants to learn their business skills.
Four participants and one facilitator join a zoom meeting. Participants are required to complete the format beforehand.
Set the Goal, spare enough time on the Preparation, proceed with the Operation and make adjustment flexibly, learn from the Post-evaluation of success or failure, and go back to the Preparation for next week, creating a good cycle and enhancing the chance of success.
株式会社中尾マネジメント研究所 Nakao Management Institute Inc.（NMI)
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