diff --git a/README.md b/README.md index 0e4e92b0..c1cb96d9 100644 --- a/README.md +++ b/README.md @@ -8,6 +8,17 @@ Lesson series for the Openscapes Champions program. See for more information. +## Contributor quickstart + +Either edit the project in RStudio, or: + +* [Install quarto](https://quarto.org/docs/get-started/) +* `quarto preview` + +While this preview server is running, you can make changes to files and view them in the +browser right away. + + ---- diff --git a/_quarto.yml b/_quarto.yml index e0c34fbe..f72b465a 100644 --- a/_quarto.yml +++ b/_quarto.yml @@ -1,5 +1,7 @@ project: type: website + +bibliography: "references.bib" website: page-navigation: true @@ -91,6 +93,7 @@ website: format: html: + from: "markdown+emoji" theme: light: [cosmo, theme.scss] # from https://github.com/sta210-s22/website/blob/main/_quarto.yml dark: [cosmo, theme-dark.scss] diff --git a/core-lessons/slides/images/airplane_wikimedia.png b/core-lessons/slides/images/airplane_wikimedia.png new file mode 100644 index 00000000..e3040cd3 Binary files /dev/null and b/core-lessons/slides/images/airplane_wikimedia.png differ diff --git a/core-lessons/slides/images/edmondson-avoidance-strategies.png b/core-lessons/slides/images/edmondson-avoidance-strategies.png new file mode 100644 index 00000000..3ce1ed83 Binary files /dev/null and b/core-lessons/slides/images/edmondson-avoidance-strategies.png differ diff --git a/core-lessons/slides/images/edmondson-psych-safety-accountability-matrix.png b/core-lessons/slides/images/edmondson-psych-safety-accountability-matrix.png new file mode 100644 index 00000000..9e1ea27f Binary files /dev/null and b/core-lessons/slides/images/edmondson-psych-safety-accountability-matrix.png differ diff --git a/core-lessons/slides/images/medication_wikimedia.png b/core-lessons/slides/images/medication_wikimedia.png new file mode 100644 index 00000000..2fcf4a00 Binary files /dev/null and b/core-lessons/slides/images/medication_wikimedia.png differ diff --git a/core-lessons/slides/psychological-safety.md b/core-lessons/slides/psychological-safety.md new file mode 100644 index 00000000..a1fdfaf6 --- /dev/null +++ b/core-lessons/slides/psychological-safety.md @@ -0,0 +1,448 @@ +--- +title: "Psychological safety" +subtitle: "Openscapes Champions Program" +author: "[CC-BY](https://creativecommons.org/licenses/by/4.0/) [Openscapes](https://openscapes.org)
Last updated 2023-04" +format: + revealjs: + footer: "[Home](/)" + slide-number: true + from: "markdown+emoji" +title-slide-attributes: + data-notes: | + These slides include links and references, so please find the link to the slides in + the notes document and in the chat. + + Introduce self. E.g. (scroll down): + + * Research software engineer at National Snow and Ice Data Center + * NASA Openscapes Mentor team member since mid-late 2023 + * Excited about psychological safety because **I've been on teams of varying + effectiveness, and I wanted to understand what was going on and replicate + successess**. I found psychological safety to be an effective explanatory + layer. + * There are bonus slides at the end including a psychological safety assessment and + more resources. + * The final slide includes our references. +--- + + +## Acknowledgement + +This presentation was +[originally contributed in 2001](https://docs.google.com/presentation/d/1TwCyf9xicLWBfPhW9HnYQH3-mHycEyVKTm38zSg4D3Q/edit#slide=id.g4f70323210_0_43) +by [Tara Robertson](https://tararobertson.ca/). + +Based on work by [Amy Edmondson](https://www.hbs.edu/faculty/Pages/profile.aspx?facId=6451). + +:::{.notes} +I feel privileged to be teaching this lesson! I'm a beginner, but a lot of my work has +been done for me; the content that follows was originally authored by Tara Robertson, a +diversity, equity, and inclusion consultant who helped form this program, and based on +foundational work by Dr. Amy Edmondson, Professor of Leadership at Harvard Business +School. +::: + + +## Overview + +
+ +#### :question: What is psychological safety? + +
+ +#### :gear: Why is psychological safety important? + +
+ +#### :chart_with_upwards_trend: How can I boost psychological safety on my team? + + +:::{.notes} +* We're going to **define psychological safety**. +* We're going to talk about **why psychological safety is critical**, not only + important, for effective teams. +* We're going to discuss **actions you can take to boost psychological safety** on your + team. +::: + + +# What is psychological safety :question: + +--- + +### Amy Edmondson (Harvard Business School) says [-@edmondson_1999]... + +:::{.smaller} +_Emphasis added._ +::: + +> The shared belief held by members of a team that the team is safe for interpersonal +> risk taking + + +> A sense of **confidence** that the team will not embarrass, reject or punish someone for +> speaking up + +:::{.notes} +What is psychological safety? + +To me: + +Feeling confident that I **won't face punishment or humiliation by my colleagues** for +taking interpersonal risks like **pointing out mistakes, sharing a wild idea, or asking +a question I think may be perceived as "dumb"**. +::: + + +--- + +
+
+ +### :no_entry_sign: avoiding conflict or being "too nice" + +
+
+ +### :white_check_mark: kind and honest communication + +:::{.notes} +Psychological safety is **not about walking on eggshells to avoid giving negative +feedback.** + +**Withholding feedback is not kind!** We want folks to feel safe giving +constructive criticism so our team can be a success. +::: + + + +## Examples + +::::::{.columns} + +:::{.column} +
+![Healthcare](images/medication_wikimedia.png) +
+::: + +:::{.column} +
+![[Aviation](https://www.forbes.com/sites/juliekratz/2024/03/27/the-boeing-leadership-shakeup-is-a-cautionary-tale-in-psychological-safety/?sh=270895f015a4)](images/airplane_wikimedia.png) +
+::: + +:::::: + +> Images sourced from Wikimedia Commons (CC-BY), and altered +> ([1](https://commons.wikimedia.org/wiki/File:Capsules_Spilling_from_Bottle_(34356373370).jpg), +> [2](https://commons.wikimedia.org/wiki/File:Another_Airplane!_(4676723312).jpg)) + +:::{.notes} +* **A nurse notices what looks like a dosage mistake, but isn't certain. Do + they call an on-call doctor and double-check?** How do the prior interactions between + these people factor in to this decision? Perhaps this doctor has criticized this + nurse's competence before. +* **Issues with quality on Boeing aircraft have been in the news lately, and an article in + Forbes points to psychological safety (see link).** Psychological safety can translate + to physical unsafety. +::: + + +# :gear: Why is psychological safety important? + +## Risks & consequences + +#### Not having psychological safety considered harmful + +![@edmondson_2014_ted, TEDx talk](images/edmondson-avoidance-strategies.png) + +:::{.notes} + +In Dr. Edmondson's original presentation, she titled the right column with "easy", but I +think a better word might be "natural" or "automatic". + +**Avoidant behaviors are natural in response to an environment perceived as dangerous.** +Those behaviors can have **negative impacts** on our work and on people we care about. +For example, a project could fail or underwhelm if certain questions or ideas aren't +shared by a certain time. +::: + + +## Optimize team learning & effectiveness + +![@edmondson_2014_ted, TEDx talk. The "learning zone" is when psychological safety and accountability are high.](images/edmondson-psych-safety-accountability-matrix.png){fig-alt="A matrix diagram defining 'Apathy Zone' when psychological safety and accountability are low, 'Anxiety Zone' when psychological safety is low and accountability is high, 'Comfort Zone' when psychological safety is high and accountability is low, and 'Learning Zone' when both are high."} + +:::{.notes} + +Dr. Edmondson argues that **psychological safety and accountability are independent +variables**. She compares accountability to the gas pedal on a car, and lack of +psychological safety to the brake pedal. + + +**Let's focus on the right side of this chart, high accountability, as I think that's +where most or all of us live day-to-day.** + +I think it's a pretty common experience to feel uncomfortable speaking up in certain +environments. I can remember a time when I was in the "Anxiety zone": I had worked hard +in my free time to innovate on a widely-agreed-upon problem, but when I shared that work +at the office, I was confronted about working on the problem without approval. This left +me **unmotivated to continue a project that I was previously really jazzed about**. + + +Dr. Edmonson emphasizes that **the "Anxiety Zone" is the truly dangerous part of this +diagram**, with the potential for people to remain quiet even when they see disaster +looming. In her gas pedal / brake pedal analogy, this is pressing them both at the same +time. + + +You may currently be experiencing or have **positive memories of being in the "Learning +Zone"**, and perhaps it felt like the team had a "magic sauce" that enabled the team to +communicate freely, have fun, do their best work, and not feel intimidated or defensive. +This is a big payoff for a moderate investment! + +In my earlier anecdote about receiving a negative reaction to sharing my independent +work, there's a happy ending. I re-shared that work in another community, and not only +received a supportive response, I gained a new friend and collaborator on that project +and more! (:wave: Sunny, if you're reading this) + +### The learning zone is where we want to be! +::: + + +## :chart_with_upwards_trend: Actions to boost psychological safety on your team + +
+:no_entry_sign: **Avoid** behaviors that punish risk taking + +
+:white_check_mark: **Encourage** risk-taking + +
+:confounded: **Acknowledge** when we make mistakes + +:::{.notes} +... + +**Acknowledge**: For example, when we accidentally punish someone for taking a risk, +either directly or indirectly! +::: + + +# :no_entry_sign: Avoid punishing risk-taking + + +## Overcompensate for tone [-@balter_2014] + +$$πŸ€ͺ \in πŸ’Ό$$ + +. . . + +
+:pinching_hand::sunglasses: + +:pinching_hand::dark_sunglasses::raised_eyebrow: +
+ +. . . + +> We need to talk! + +. . . + +> :star_struck: We need to talk! + + +:::{.notes} +* **Sometimes we punish risk-taking without knowing it**, because text communication + doesn't effectively communicate tone. +* **Emojis and/or other media are important elements of quality professional communication!** +* _Advance_ +* **Maybe you feel like this right now.** +* Yet **I think most folks feel intuitively that the words we use are only a small part + of understanding each other.** +* There is research supporting this, but its real-world applicability may be + controversial. + * The "7-38-55 rule": Albert Mehrabian (meh-RAY-bee-uhn): 7% words, 38% tone, 55% + body language. + * VERY small (n=20) study may indicate the brain processes emoticons similarly to + faces: https://doi.org/10.1080/17470919.2013.873737 +* _Advance_ +* "We need to talk": **When I read this my heart beats faster.** Imagine someone saying + these words to you in person, and how their facial expression, tone, and body + language can change the perception. +* _Advance_ +* ":star_struck: We need to talk": While the words are still a poor choice, this has + become less scary. +* Emojis used to make me cringe until I worked on a team with a couple folks who were + deeply steeped in "meme culture" and with some other folks who communicated very + "dryly" by text. Over time, it became clear to me that people who used media in their + text communication were more successful communicators than those who didn't. +::: + + +## :white_check_mark: Encourage risk-taking + +
+ + +* Framing work as a learning problem, _not_ an execution problem! [@edmondson_2014_ted] + +
+ +* Model curiosity + * [20 great open-ended questions](https://wherewithall.com/resources/20-Great-Open-Questions.pdf) + +:::{.notes} +### Framing as learning + +> What can we learn from this? + +> We haven't been here before. We need everyone's brains and voices. + + +### Model curiosity + +Ask lots of questions! + +The link on the slide helps provide open-ended alternatives to common questions. +::: + + +## It takes time and consistency to build trust + +**It's OK to repeat yourself!** + +> All ideas are valuable + +> Woops! I made a mistake + + +> There are no "stupid questions" + +> Our job is to learn + +:::{.notes} +It's important to not be afraid to repeat yourself. Remind people there are no "dumb" +questions, that you acknowledge and want to hear about your own mistakes. +::: + + +## :confounded: Acknowledge our mistakes + +
+Ask yourself and your team: + +> What am I missing here? + +> What haven't I considered? + +:::{.notes} +Acknowledging we don't have all the answers **encourages our team to help and feel OK +about not having all the answers themselves**. +::: + +## :chart_with_upwards_trend: Actions to boost psychological safety on your team + +
+:no_entry_sign: **Avoid** behaviors that punish risk taking + +
+:white_check_mark: **Encourage** risk-taking + +
+:confounded: **Acknowledge** when we make mistakes + + +# Thank you! :heart: + +:::{.notes} +Thanks for your time! We're going to continue on to do an exercise. +::: + + +## Thought exercise + +> What is something that you or someone has done on a team to make it psychologically +> safe to speak up with a wildly creative idea or a problem that no one else saw? + +:::{.notes} +Let's reflect now on our experiences or observations about what building a +psychologically safe environment looks like. +::: + + +# :tada: Bonus slides + +## Assess {.smaller} + +Use +[Amy Edmondson's 7-item assessment](https://hbr.org/2023/02/what-is-psychological-safety): + + +1. If you make a mistake on this team, it is not held against you. +1. Members of this team are able to bring up problems and tough issues. +1. People on this team sometimes accept others for being different. +1. It is safe to take a risk on this team. +1. It isn’t difficult to ask other members of this team for help. +1. No one on this team would deliberately act in a way that undermines my efforts. +1. Working with members of this team, my unique skills and talents are valued and utilized. + +[@edmondson_1999] + +:::{.notes} +You can use these statements to evaluate how you or your teammates feel about psychological safety of your team. +::: + + +## Learn more + +Please visit our [learn more page](/learn-more.md), where we've collected some +additional resources. + +:::{.notes} +We have too many links to comfortably fit on this slide. +::: + + +# :construction: Construction zone :construction: + +Continue to end to see our references! + +--- + +#### How [Gavin Fay](https://twitter.com/gavin_fay) makes a psychologically safe space + +From Gavin's [2022 NOAA seminar](https://docs.google.com/presentation/d/1c624mH3md8pQHiP6rJ7HPuhxDLgNB7xvONDZlUM3f64/edit#slide=id.gb6050dd30d_0_0) Q&A: + +* Live coding, show mistakes +* Prioritize time to get to know each other & share interests + * "What birds did you see this weekend?" +* Follow pedagogical approaches to onboarding more inclusively + * Ex: [teaching R with the tidyverse](https://arxiv.org/abs/2108.03510) + * _TODO_: Why is this a good example? + + +--- + +_TODO_: This story? + +> On June 23, 2019, a landslide in a remote and rugged canyon along the Fraser River, +> north of Lillooet, was reported to the B.C. government. Over 85,000 cubic metres of rock +> had sheared off a 125-metre-high cliff and fallen into the river. These huge pieces of +> rock created a five-metre waterfall, which trapped migrating salmon below the slide. +> + + +## :wrench: TODO + +* Leslie Miley - the Ketchup Test: + * Add as a reference, add a dedicated slide? + +* In Amy's TED talk she mentions this towards the 10 minute mark IIRC, in emphasizing + that this is critical for teams dealing with complexity and interdependency (i.e. most + science work) but a mere cherry on top for teams that don't have those challenges._ + + +## References diff --git a/core-lessons/team-culture.qmd b/core-lessons/team-culture.qmd index 27e70d2f..77d4f00f 100644 --- a/core-lessons/team-culture.qmd +++ b/core-lessons/team-culture.qmd @@ -8,7 +8,7 @@ We discuss team culture because while we know that [diverse teams are more innov ::: {.callout-warning icon="false"} ## Slides -[Psychological safety](https://docs.google.com/presentation/d/1TwCyf9xicLWBfPhW9HnYQH3-mHycEyVKTm38zSg4D3Q/edit?usp=sharing), contributed by [Tara Robertson](https://tararobertson.ca/) +[Psychological Safety](./slides/psychological-safety.md) ::: ::: {.callout-warning icon="false" collapse="true"} @@ -184,7 +184,6 @@ https://laderast.github.io/psych_safety/#18 - [Inclusivity in STEM: Interview with Dr Mica Estrada](https://www.youtube.com/watch?v=AcGJ_Ldkjps) (video, 17 mins). "Dr. Mica Estrada is a social psychologist and faculty member at University of San Francisco. Her research explores the role of identity and values in influencing the persistence of historically underserved students in STEM." - PEERS - micro affirmations - - [Recreating Wakanda by promoting Black excellence in ecology and evolution](https://www.nature.com/articles/s41559-020-1266-7) β€” Schell et al (2020) - [Get it wrong for me: What I need from allies](https://www.linkedin.com/pulse/get-wrong-me-what-i-need-from-allies-megan-carpenter) β€” Carpenter (2020) - [A Practical Guide to Mentoring Across Intersections](https://conversations.vanguardstem.com/a-practical-guide-to-mentoring-across-intersections-c596496ee334) β€” Harriot (2020) @@ -193,6 +192,15 @@ https://laderast.github.io/psych_safety/#18 - [Sexual harassment is rife in the sciences, finds landmark US study](www.nature.com/articles/d41586-018-05404-6) β€” Witze (2018) - [All We Can Save](www.allwecansave.earth) β€” Johnson & Wilkerson (2020) - [Braiding Sweetgrass](https://milkweed.org/book/braiding-sweetgrass) β€” Kimmerer (2013) - - - +* [How Diversity Makes Us Smarter](https://doi.org/10.1038/scientificamerican1014-42), + Katherine L. Phillips +* [What Is Psychological Safety at Work? How Leaders Can Build Psychologically Safe Workplaces](https://www.ccl.org/articles/leading-effectively-articles/what-is-psychological-safety-at-work/), + Center for Creative Leadership +* [Federal data science management](https://waterdata.usgs.gov/blog/fed-data-science-management/), + Jordan S. Read - the "Data Science Branch Shared Values" image is of extra interest! +* [Dr. Cat Hicks](https://www.drcathicks.com/): Social scientist, developer experience + researcher. + * [Psychological Affordances Can [Explain] Why Interventions to Improve Developer Experience Take Hold or Fail](https://osf.io/preprints/psyarxiv/qz43x) +* [Peggy Holman](https://peggyholman.com/): Organizational development consultant and + researcher. + * [Emergent Design for Generative Change](https://peggyholman.com/wp-content/uploads/2023/03/ODReview_vol55_no1-Holman.pdf) diff --git a/references.bib b/references.bib new file mode 100644 index 00000000..00c3b7e8 --- /dev/null +++ b/references.bib @@ -0,0 +1,21 @@ +@misc{edmondson_2014_ted, + title={Building a psychologically safe workplace}, + author={Edmondson, A.}, + url={https://www.youtube.com/watch?v=LhoLuui9gX8}, + year={2014}, +} + +@article{edmondson_1999, + title={Psychological Safety and Learning Behavior in Work Teams}, + author={Edmondson, A.}, + url={https://doi.org/10.2307/2666999}, + DOI={10.2307/2666999}, + year={1999}, +} + +@article{balter_2014, + title={15 rules for communicating at GitHub}, + author={Balter, B.}, + url={https://ben.balter.com/2014/11/06/rules-of-communicating-at-github/}, + year={2014}, +}