It was creative and wonderful listening to Amy Edmondson’s talk on psychological safety relationship to motivation and accountability. She illuminate in very good way that motivation and accountability is the most important and its really important to understand but its equally important to free people up and really engage and not to be afraid of each others. Basically she comes up with not the motivation and accountability rather than people to speak up with new ideas, questions, concerns or mistakes because that is not possible to all people are accountable that is hard to find that but if you only see people’s accountability, excellence and not making sure they are not afraid to speak up and talk to each other then they creating a anxiety zone.
Basically, psychological safety is require in the workplace before peoples motivations and accountability. Psychological safety is a belief that one will not be punished or humiliated for speaking up both new ideas, concerns, questions and mistakes. She illuminate in three zones that is comfort zone, Apathy zone, Anxiety zone. it is not possible to hold people accountable for great results.its like to hold their feet close to the fire.
That’s absolutely right thing because this is not trade off but there is two different dimensions that we have to thing about it and we talking psychological safety is to speak up and not to afraid to talk each other but if you don’t do both and there is a apathy zone creates and if you do psychological safety then that’s good that you creating comfort zone but only we and all managers worried about that if we do only peoples accountability and not making sure that they are not afraid to talk each other and speak up then we creating anxiety zone and that’s right because that’s not worthage. For example, we have good knowledge but we don’t know how to use this knowledge and where to improve then its worthless.
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As a manger and leaders our role is to create a learning zone that really help us to reach our goals in psychological safety. Frame the work as a learning problem not a execution problem. Remind people of the nature of the work what we do and bring yourself to the work. train them to be a confident by themselves and modelling fallibility that inviting and speak up is the situation of hierarchy.
Crating the learning behavior that says do mistakes, put your inputs, offer ideas and involving yourself to the team and discuss each others and creating high performance zone as long as uncertainty and interdependency. I totally agree with this motivation accountability concept that in the sense that is not acceptable when you have fear to speak up and involving yourself to the work before we do anything we need to open our self and willing to involving to the work place.
