For real learning to occur, you have to have a safe space to practice.
To create a learning organization, the organization has to be a safe space to practice.
If you want a coaching culture, coaching interactions need to be safe spaces.
These safe spaces can’t be “separate and apart” from the day-to-day work.
Google discovered during their research into high-performing teams that the #1 most important predictor of team success was psychological safety. Is a team a safe space for risk-taking in the face of seeming incompetent, disruptive, negative or ignorant?
You can’t have your only “safe spaces” be the training room. Or the 30-minute “coaching conversation.”
If you have a culture that fears failure, is highly competitive, and has no patience for experimentation – even those “safe spaces” aren’t safe.
Most employees know this. No wonder they resist – unless you have spent months (and, often, years) proving that you can be trusted.
I’ve written about this before: Reskilling Prong 4 – Safe Space
Resources – Google’s Project Aristotle, Research on Teams
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If you are looking for a safe space to practice new skills and you would like some help defining and creating a plan to implement important changes to the way you work or your career – go to http://middlecurve.com/coaching/ .