Psychological Safety
The concept of feeling safe to share thoughts & concerns without fear is known as.
What is Psychological Safety
Spiritual, Mental, Emotional & Physical are what...
What are the levels of the pyramid that promote recovery of energy
“People don’t buy what you do, they buy why you do it”
What is the key message from Simon Sinek’s Golden Circle framework.
The Comfort zone, Learning zone, Apathy zone & Anxiety zone
What is the 4 zones affecting psychological safety
The primary duty to ensure, so far as is reasonably practicable, the health and safety of workers
What is a legislated WHS obligation of management
Leaders could apply Simon Sinek's 'Golden Circle' framework in these 2 ways during a time of change.
What is – 1. Discuss what we love about coming to work. 2. Talk about our team’s purpose and how we contribute to SIRA's core purpose.
Tim Clarkes 4 stages of psychological safety
What is Inclusion, Learner safety, Contributor safety, and Challenger safety
Understanding whether you are above the line or below the line?
What is 'A key to conscious leadership'
Bridges model explains three phases as people transition through a period of change. Name the three phases.
What is 'Endings & Letting Go, The Neutral zone and New Beginnings'
Name 3 things we will do to ensure the psychological safety of our teams.
What is acting with transparency, engaging in consultation, and operating in an environment of inclusion
List 3 characteristics leaders show when they are ‘above the line’ of conscious leadership.
1. Curiosity 2. Openness 3. Growth mindset
What are 3 ways SIRA leaders can help their staff transition through the Neutral Zone of the Bridges model of change and transition during the Functional review.
What is –1 Provide regular updates. 2 Actively address concerns. 3 Facilitate team building
How can we as Leaders can create psychological safety
What is acknowledging your fallibility, framing work as a learning problem not an execution problem, and modelling curiosity - ask questions!
Practical examples of managing energy, wellbeing within your team
What are; informal checkins, managing flex and scheduling regular breaks, role modelling good behaviours
What are 3 ways leaders could use their knowledge of the SCARF model to support their staff through the Functional Review
1. Recognising everyone responds differently. 2. Finding out what sparks motivation in yourself and your team members. 3. Tailoring messaging to staff preferences, where able.