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let's now turn our attention to
psychological safety and let's talk
about bullying it's much more common
than you realize bullying is defined as
abuse of conduct with regular repetition
ongoing duration and escalation with
increasing aggression shockingly 75% of
workers are affected by bullying either
as a Target or a witness and the most
common victim is actually the top
performing person people seek to
sabotage their work or undermine them
and in fact workplace bullying is four
times more common than either sexual
harassment or racial discrimination so
what we're talking about here is
psychological safety and when people
don't feel safe emotionally or
psychologically there's a lot of hidden
costs in fact doctors parath and Pearson
studied how bad behavior of one employee
negatively impacts their colleagues in a
number of ways and what they found was
that 80% of workers lost work time
worrying about the incident in addition
78% said their commitment to the
organization declined 66% felt their
performance declined and 48%
intentionally decreased their effort and
time at work finally 12% left the job so
this concept of psychological safety was
actually first discovered by Dr Amy
Edmonson she works at Harvard and she's
detailed this in her amazing amazing
book teaming she defines psychological
safety as a sense of confidence that the
team will not embarrass reject or punish
someone for speaking up with ideas
questions concerns or mistakes it is a
shared belief that the team is safe for
interpersonal risk-taking and when we
think about the kind of work that's done
by teams all over the world we need
everyone to be able to come forward with
ideas questions concerns critiques and
mistakes yet a lot of people don't feel
like they can in her book Dr Edmonson
details what happened at Nasa when the
Columbia space shuttle disaster occurred
and what they found was that there was a
culture of fear that people knew that
there were problems but could not speak
up for fear of psychological safety so
we realize it's very important we know
that 50% of employees don't speak their
minds at work and only 1% feel extremely
confident that they can voice their
concerns during critical moments so
psychological safety is very important
to pay attention to Dr Edmonson goes on
to add that it describes a team climate
characterized by interpersonal trust and
mutual respect in which people are
comfortable being themselves now just a
few years ago Google spent lots of money
researching their teams all around the
globe because they realized if they
could crack the nut on what
distinguishes their best teams from
their mediocre and poor teams they could
have a real competitive advantage and
they detailed This research in an
article article in the New York Times
called what Google learned from its
quest to build the perfect team well
what they learned was it didn't matter
who was on the team it wasn't about
which teams had the highest performers
or the star people What mattered was how
they worked together and in fact Julie
rosowski who's head of people analytics
that Google says we were pretty
confident that we'd find the perfect mix
for a stellar team we were dead wrong
who is on a team matters less than how
the team interacts and so we're going to
start to look at what creates
psychological safety it's a really
important element of what we do in the
workplace in the follow-up training
sessions we'll get into exactly how you
create psychological safety but for now
I just want you to understand that
physical safety and psychological safety
are really really important for bringing
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