What are some best practices for creating psychological safety in remote work?

I opened the door for psychological safety in my remote team by: 1) Being present and vulnerable on our weekly standup video-calls and my weekly management 1:1s 2) Sharing a story that is funny, hard, or honest and then really listening when another person on my team did the same 3) Inviting contributions and holding the silence for 3 seconds longer than is comfortable 4) Allowing for written and spoken contributions in meetings, so that introverts don't have to speak if they aren't comfortable 5) Using quick or quirky icebreaker questions answered round-robin to open our weekly standup to help people remember we're each multi-dimensional.

One of the key things for creating psychological safety in the remote work environment, is the importance to effectively communicate. Setting the vision, goals, defining values, clear roles and responsibilities and clearly stating the ask is very crucial. It is also important to set the ground rules and ways of working. Building rapport by consistent connects through 1:1, engagement and feedback loop is also expected.

Best practices for setting the stage for remote work include: Clear communication: Everyone should know the company's goals, values, and each person's role. Strong connections: Help team members get to know each other and feel like they belong. Effective tools: Use tools that make it easy to work together and communicate. Regular meetings: Schedule regular meetings to stay connected and share updates. ? Open feedback: Encourage everyone to share their thoughts and ideas without fear.

Psychological safety is one of the most important aspects of a healthy culture. Some of the things I do to promote this, particularly with remote or hybrid working environments are: 1. Being vulnerable: others may not feel comfortable being vulnerable in front of you if you haven't first lead by example. 2. Embracing failure: when you do not criticize mistakes and instead celebrate trying and learning, you find that people become more comfortable. 3. Including all on their terms: I have a weekly team video meeting and weekly video 1:1s so that you can pick up on non-verbal cues. It's important, though, to ensure when you're including people that it's on terms that make them feel comfortable, which may require multiple techniques.

One way you can invite participation is by asking open-ended questions. However, this isn't the only option. In fact, not everyone will participate because of an open-ended question. It's important for you, as a leader, to participate as well. This will show your remote team you're willing to engage in the same way you want them to and allow you to be vulnerable with them to build trust.

There is no doubt that the greatest deficiency in all companies and institutions worldwide is listening. If we have two ears and only one mouth, there's a reason for it. Creating a space where one can be silent and listen to how all team members feel is an excellent idea. A small investment for a great result.

> Schedule one-on-ones and team meetings to discuss progress and concerns. > Actively listen without judgment, fostering a safe space for open dialogue. > Establish clear team values that prioritize respect, collaboration, and learning. > Celebrate wins together, big or small, to reinforce positive behaviors and build team spirit.

Psychologische Sicherheit entsteht durch aktives Zuh?ren und die Wertsch?tzung aller Teammitglieder. Neben klassischen offenen Feedbackrunden kann die Einführung hybrider Feedbackmethoden wie anonymer Umfragen und pers?nlicher Check-ins besonders im Remote-Kontext effektiv sein. Diese Ans?tze geben auch zurückhaltenden Teammitgliedern eine Stimme und f?rdern den Austausch in einem sicheren Rahmen. Durch die Kombination offener und strukturierter Formate kann eine vertrauensvolle Kultur entstehen, die Kreativit?t und Zusammenarbeit steigert.

Utilizando os 4 componentes da Comunica??o N?o-Violenta, a comunica??o pode ser muito mais empática, produtiva e com conex?o! Exemplos: 1?? Observa??o: Descreva o que vê ou ouve sem julgar. Exemplo: "Percebo que você chegou 30 minutos depois do combinado." 2?? Sentimento: Expresse como você se sente em rela??o ao que observou. Exemplo: "Sinto-me preocupado quando isso acontece." 3?? Necessidade: Identifique suas necessidades n?o atendidas que geram esses sentimentos. Exemplo: "Tenho necessidade de cumprir nossos horários para manter o planejamento." 4?? Pedido: Fa?a um pedido claro e realizável para melhorar a situa??o. Exemplo: "Você poderia me avisar com antecedência se for se atrasar?"

Trust is important in a remote working situation. Your team has to trust that you're working hard. And they must know the quality output that they can expect from you.

The role of leaders in team engagement is to create a safe space for feedback. Effective responses include providing specific praise, demonstrating the impact of feedback on decisions, and following up on ideas. When team members share concerns or mistakes, respond with curiosity rather than judgment. Create visible connections between inputs and outcomes, showing how they contribute to meaningful change. This part is about building a history of effective feedback that encourages ongoing engagement. Document and share how engagement has shaped decision-making and celebrated successful ideas and valuable learning experiences.

Reconhecimento e gratid?o s?o pilares essenciais para construir seguran?a psicológica em times remotos. Quando a lideran?a reconhece abertamente as contribui??es individuais ?? e expressa gratid?o ??, isso n?o apenas valoriza o esfor?o das pessoas, mas também fortalece a confian?a mútua e o respeito dentro do time. Em um ambiente remoto, onde a conex?o pessoal pode ser mais desafiadora, tais gestos afirmativos ajudam a criar um espa?o seguro ??? onde as pessoas se sentem confortáveis para compartilhar ideias ??, expressar preocupa??es e inovar sem medo de julgamento. Assim, o reconhecimento e a gratid?o n?o s?o apenas bons para o moral, mas s?o fundamentais para um ambiente de trabalho saudável e produtivo.

Recentemente, li o livro "A coragem para liderar", da Brené Brown, e algo que adoro em seu trabalho é a relevancia da vulnerabilidade no mundo corporativo. Para Brené Brown vulnerabilidade é: “é ter a coragem de se mostrar autenticamente, com todas as nossas imperfei??es e emo??es, e se conectar de forma genuína e significativa com os outros. é um ato de coragem, empatia e autenticidade que pode levar a relacionamentos mais profundos e significativos.”

- Express gratitude and recognize team members' efforts and achievements. - Show curiosity and interest in their opinions and ideas. - Demonstrate a learning mindset by admitting mistakes and seeking feedback. - Celebrate team successes and acknowledge progress. - Ask follow-up questions to deepen understanding and engagement. - Apply new knowledge and skills gained from team contributions.

- ?? Regularly check in with team members about their well-being, workload, and satisfaction. This shows you care and provides opportunities to offer support. - ??? Facilitate constructive dialogue during disagreements or tensions. Encourage open communication and help resolve conflicts effectively. - ?? Embrace uncertainty and change as opportunities for learning. Promote a growth mindset within the team. - ??? Involve the team in decision-making and problem-solving processes. This fosters a sense of ownership and value among team members. - ?? Be proactive in identifying and addressing potential challenges. Anticipating issues helps maintain a supportive and safe work environment.

Agonistic intelligence is defined as the ability to anticipate possibilities, opportunities, challenges, and problems to solve. In a world that changes so rapidly, it is a characteristic of the most visionary leaders with the best timing.

- Regularly check in with team members about their well-being, workload, and satisfaction. - Provide support when team members face challenges or need assistance. - Facilitate constructive dialogue to address and resolve disagreements or tensions. - Embrace uncertainty and change as opportunities for learning and growth. - Involve the team in decision-making and problem-solving processes to enhance engagement and ownership.

Creating psychological safety in remote work requires anticipation and proactive measures. Here are best practices to foster a supportive virtual environment: Regular Check-Ins: Schedule one-on-one and team meetings to discuss well-being and workload openly. Encourage Feedback: Create channels where employees can voice concerns without fear of judgment. Set Clear Expectations: Define roles, goals, and communication norms to reduce uncertainty. Acknowledge Contributions: Recognize individual efforts to make team members feel valued. Provide Resources: Offer tools and support to manage stress and maintain work-life balance. By prioritizing open communication and empathy, leaders can create a secure and collaborative remote workspace.

Managing challenges is essential to maintaining safety. This includes monitoring the health of the team, the balance of work, and the levels of satisfaction. Create structured processes to address conflicts and issues before they escalate. Conduct regular checks to identify barriers and provide appropriate support. Use data and feedback to identify patterns and address systemic issues. The key is to frame challenges as opportunities for shared learning and growth. This includes creating escalation paths for concerns and establishing procedures for conflict resolution.

In remote work, ensure to schedule regular virtual coffee breaks or lunch sessions for informal chats. Encourage topics beyond work-related matters to build rapport. Additionally, organize virtual team-building activities such as online escape rooms, virtual scavenger hunts, or collaborative challenges like brainstorming sessions. These efforts, I believe, create a supportive and psychologically safe environment, crucial for remote teams' success.

Feng shui: A good idea to consider for creating psychological well-being is to promote relaxation with a pleasant and well-maintained environment. Details such as the color of the offices, the furniture, and the organization of the spaces can make a difference in bringing tranquility and pleasantness to the people who work in that environment. Small adjustments can make big differences.

In addition to the main components, consider implementing informal networking opportunities, such as virtual coffee breaks and team building activities. Be mindful of the physical and digital environment: make sure the tools are accessible and easy to use. Create spaces for celebration and appreciation. Consider cultural and spatial differences when planning interactions. The key is to remember that mental health is not a destination, but an ongoing journey that requires regular assessment and adjustment. Be flexible and responsive to the needs of the team, gather feedback regularly, and make changes as necessary.

In addition to fostering psychological safety through structured stages, consider incorporating informal virtual gatherings like coffee breaks and team-building activities such as online escape rooms. These initiatives encourage rapport-building and camaraderie beyond work tasks, nurturing a supportive environment vital for remote team success. Prioritizing these engagements alongside formal practices ensures a holistic approach to maintaining psychological safety in remote work settings.

- You must foster open and transparent communication channels to encourage dialogue and collaboration. - Create opportunities for employees to provide feedback and share ideas without fear of criticism or judgment. - Clearly define roles, responsibilities, and expectations to provide clarity and minimize ambiguity. - Allow flexibility in work schedules and deadlines to accommodate different working styles and personal responsibilities. - Offer resources, training, and support to help employees navigate remote work challenges and maintain well-being. - Demonstrate psychological safety as a leader by admitting mistakes, seeking input, and fostering a supportive environment for all team members.