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Hi team, on the podcast series 'bridging conversations' were recommended as ways to increase inclusion safety - yet are absent here. Have you changed your priorities based on evidence you've seen recently? Appreciate the clarity!

Such powerful intuitive & profound insights. Thank you!

Good stuff. Consider that there is actually a behavior that is subtle but obvious and higher than the #1 behavior on the list. It's the one behavior that we wish to completely escape but that we can't live without. It's the drive to decide. Decisionmaking is the one behavior that is the cause...

Amazingly summed up❤

Thank you so much for sharing this! Comes right at a time when I needed it ❤It was so valuable

LOVE the format, the visuals, & the length. You share so much value - thank you for the consideration, time & effort that so clearly goes into production. My biggest takeaway was how you move from Theory to Practice - love the implementation. I have zero suggestions re how to make it better (but I was skeptical you could have improved on the podcasts, & here we are!). Great gratitude, David

Would you be willing to discuss psychological safety on my CZcams channel

One of the best from the series! Thank you.

Such a great episode, thank you so much!🙌

These conversations are delightful. You've shown yourselves as global leaders in creating a new lexicon in the leadership community. Thank you

Absolutely!!! Completely agree! Unfortunately, all throughout our lives, we’ve been taught that it’s all about what your expertise on a topic, or performance at work or school is all that matters. Employers are still looking for top talent meaning the “smartest” or top academic scoring person. But unfortunately that doesn’t lead to the best leadership styles, or managers … in fact not even the best person to work with or for…. It’s so sad I don’t ever recall taking a class on “soft skills” or what it means to be part of a team or to be a leader in school…

14:49 I once had a boss who insisted he had an "open door policy." I started referring to it as "an open door to explain why you're wrong." You can say you want authenticity and honesty from your team all you want, but they won't give it unless your actions match your rhetoric.

I love the term "psychological safety." Just the wording communicates so much about the concept.

It was enlightening to reflect on past experiences of rewarded and punished vulnerability regarding learner safety and considering how that has influenced my behavior since. It's amazing to think that mere moments of interaction with someone can set you on a unique trajectory. It was also great to consider how I can help cultivate learner safety amongst my coworkers. Great episode!

Answerable for performance. This doesn't separate ACCOUNTABLE from RESPONSIBLE. No one seems to be able to make this distinction clear.

I love it, thank you for covering this topic, i enjoyed the visual aids.

Great insights! The question funnel and question types was new. Thank you for offering these sessions.

What an amazing series!! I found so much value in these tools.

The way to listen to this is part 1, part 2, part 3, then go back and listen to part 1 again because it means more in light of 2 &3.

super discussion - How to you handle willingness as a coach if we have committed ourself in agreement (commercial) but later client is lacking willingness for whatever reasons - do we spend more time o them ? do we set mutual expectation again ? do we refund money (consideration). As coach assessment diagnostic model who will i as a coach as these question ? Please comment from the point of view a coach who has recently started coaching.

Seriously the BEST video I have seen explain basic coaching principles I.e. Ask vs Tell, cleverly linked in some psychological safety at the end, absolutely brilliant work guys I cannot wait for the next videos. ⭐️⭐️

Love this! Have already shared with my Scrum Master peers and am looking forward to the next part!!

Love the new format! My takeaway is the ask/tell sheet. I have 2 meetings today with direct reports and for each, I'll have a sheet in front of me with Tell/Advocacy and Ask/Inquiry.

The distinction between knowing vs learning. Learning is continual. Yes! I'm loving this!

I continue to share Dr. Clark's book with so many. Excited for 2.0. I have also been an advocate for Psychological Safety and Leader Factor for a number of years. Love that you share these conversations so openly. Always really enjoy the content on LinkedIn.

Reading the book already and love this new format. Congrats!!!

I’ve been giving your book to each person in my sales team, twice this week someone next to me at Starbucks overheard me giving them the book and explaining the principles and asked “what book is that? I would like a copy”. Twice in one week!!!

Thank you! Excited to continue with you on your journey!!

Excellent video! Happy to see you guys are back here on CZcams 🎉

Looking forward to 2.0. Been an advocate for Psychological safety and Leader Factor for several years now. Thank you for your efforts in making us better Leaders.

This content is so rich. Thank you for sharing!

Where can I find the list of 20 speak up items you mention ? Is it on one of your books ?

Does a persons “level of vulnerability” change based on their personality/social style ? Some people are more sensitive than others. In other words some people are inherently more sensitive to disagreement than others. Perhaps I’m just stating that some people see the interaction as an intellectual friction point while others may frame it as personal. Thoughts ?

What a fruitful session.💪

Great thought provoking discussion. Working as an American in a high power-distance culture that’s working to create a psychologically safe work place makes this topic is so relevant. Great episode for any person considering working in a cross cultural team, and especially for any expat.

False. Even in Japan where everybody’s opinion and input is important there’s still a natural hierarchy They don’t have to be told who the leader is it’s simply understood. You’ll understand the importance of hierarchy when things aren’t going well

So good

@26:40-Cultue DOES bring in money. It brings in innovation, creativity, and people actually wanting to be there, Lol.

@25:25-In the workplace, dominant groups do not like change because..... some groups benefit by the old structure of power and privilege.

Energy doesn't lie.

Belief is a value, awareness is discernment.

They do not see blacks as "on their level," but underneath them. A sense of superiority= Exploitation.

Blacks are highly monitored and micromanaged.

@ 25:00-It is different for marginalized communities, please consider this with your work and examples.

You have reignited my love of safety and chamging culture and behaviour. I had a traumatic experience in a red zone and this gives me hope that I can influence going forward. Unfortunately my current company is clearly not ready for psychological safety.

Powerful, empowering session - can't thank Dr. Clark and your team enough for the rich, deep content! In 1 hr I am presenting this concept to 60 plus colleagues in my organization in our annual retreat. God bless and thank you :)

Could you share your guest s any sites

Great stuff thanks!

Very well said. I have experienced both humility and hubris in my internal space as it relates to my work environment. This is exactly right that you get in your own way when you choose hubris. Specifically, in one instance I recognized my hubris admitting to my supervisor and took another role on the project. I was able to contribute in a whole new way!

Hearing that stage 4 Challenger Safety includes feedback and critiquing, explains to me why giving and receiving feedback can be so painful and ineffective. The needs and social exchanges in the lower three stages were not perceived as being met nor satisfied, so we are not prepared to participate in stage 4 activities to challenge and to give or receive feedback.This has been very helpful to consider our social exchanges as a means to evaluate the breakdowns in psychological safety and where we need to put our emphasis, thanks!!