Learner safety satisfies the basic human need to learn and grow. It allows us to feel safe as we engage in all aspects of the learning process—asking questions, giving and receiving feedback, experimenting, and even making mistakes, not if but when we make them. When we sense learner safety, we’re more willing to be vulnerable, take risks, and develop resilience in the learning process. We know we have psychological safety on our team. Here are five behaviors that will help you foster an environment of learner safety.
One of the most powerful ways to encourage others to learn is to share what you are learning. Share the topic, the insights, and most importantly the joy and satisfaction you have gained in the learning process. Your optimism and enthusiasm for learning is contagious.
Teach your team to frame problems before they solve problems. When we don’t do that, we often end up solving the wrong problem. Find a problem and say, “I’d like you to help me frame this problem, not solve it. I want to make sure I’m defining the problem correctly before I try to solve it.”
In a dynamic environment, our knowledge, skills, and experience can become obsolete. Identify the times when you see this happening to you. Point it out to others. Acknowledge that you are in a cycle of unlearning and relearning.
If you talk about the importance of learning but don’t dedicate any time or resources to it, it’s really not a priority. Formally allocate some budget and dedicate some time to learning. It might be online learning, collaborative team learning, on-the-job learning, individual or team learning. There’s no perfect approach. Just make sure that you do it consistently.
It’s hard to learn from mistakes if a team has a culture that hides its mistakes. Take the opportunity to mention some of your mistakes, laugh at them, and share what you learned from them. This will encourage others to be more comfortable sharing their mistakes and trying to learn from them. Talking about failure and showing vulnerability are crucial to encourage others to learn.
Lead as if you have no power. We are being asked to lead in increasingly-dynamic environments. Those who chase innovation will lead as if they have no power. Otherwise, your competitive advantage will expire faster than your adaptive capacity can keep pace.
Today, teams are built differently. Remote work has changed the way we interact and connect with our colleagues. While team-building activities and personal moments can easily slip through the cracks of your living room couch, valuable connection isn’t off the table. With intentional effort, your remote team can feel just as connected as an in-office team. Here are some LeaderFactor tried-and-true methods of remote connection:
Imposter syndrome. The all-too-common feeling of inadequacy that makes you doubt your successes and achievements. It occurs outside of the comfort zone and triggers a fear of exclusion that motivates you to work harder than necessary to prove your worth.