Building Team Psychological Safety Through the Working Genius Model

Imagine walking into a room filled with some of the brightest minds in NYC's business world, yet the atmosphere is tense. Ideas are stifled, and team members hesitate to speak up, fearing judgment or repercussions. Unfortunately, this scenario is all too common. As a Vistage Worldwide, Inc. Chair, I’ve seen firsthand how even the most talented teams can struggle without a foundation of psychological safety.

In my #NYC groups, I facilitate monthly peer coaching sessions by forming triads of three CEOs specifically designed to tackle their most pressing business concerns. I’ve written extensively about triads here and here. These triads are not just about solving problems; they're about fostering an environment where leaders can support each other through challenges, share insights, and explore new opportunities without fear.

Throughout these sessions, a recurring theme has emerged: breakdowns in teamwork. CEOs repeatedly cite this as a significant concern, one that hinders progress and innovation. Through my experience and extensive research, I’ve come to understand that these breakdowns often stem from judgment and insecurity, which erode psychological safety within teams.

This article delves into psychological safety and why it's crucial for team success. It also introduces the Working Genius model as a powerful tool for creating and sustaining this environment. By embracing these principles, you can transform your team dynamics, enhance productivity, and ultimately drive your business to new heights.

The Importance of Psychological Safety

“Team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences…Psychological safety leads to team members feeling more engaged and motivated, because they feel that their contributions matter and that they’re able to speak up without fear of retribution. It can lead to better decision-making, as people feel more comfortable voicing their opinions and concerns, which often leads to a more diverse range of perspectives being heard and considered. It can foster a culture of continuous learning and improvement, as team members feel comfortable sharing their mistakes and learning from them.” (source)

In Vistage meetings, I strive to cultivate and model psychological safety for every member. The true strength of the group lies in each member's willingness to take risks and share their honest perspectives. This openness is what drives our collective growth and success.

Be Less Judgmental & Get More Done

I wrote about the power of Working Genius here, but as a quick recap,

“The 6 types of Working Genius is a new model that helps people discover their natural gifts and thrive in their work and life. When people are able to better understand the types of work that bring them more energy and fulfillment and avoid work that leads to frustration and failure, they can be more self-aware, more productive and more successful.” (source)

When teammates better understand their own and their coworkers’ areas of Genius, Competency, and Frustration, they are immediately more capable of doing five things:

1. Understanding why they have been successful or unsuccessful in past endeavors
2. Avoiding unfair and inaccurate judgments about another’s motivation
3. Alleviating their own guilt about struggles they’ve had at work
4. Making quick and concrete adjustments to their roles and responsibilities, better tapping into others’ strengths, and avoiding others’ weaknesses
5. Getting more done in less time

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An Example: Discovering the Power of Working Genius

My natural gifts, or "geniuses," are discernment and galvanizing. I thrive in evaluating ideas and inspiring others to take action. However, I struggle with tasks that require wonder and tenacity, such as doing expense reports, accounting, or creating agendas. Despite loving my work, I used to feel guilty (#3) about delegating these tasks to my wonderful assistant. It seemed unfair to burden her with the work I found tedious.

However, everything changed when I learned about her geniuses: enablement and tenacity. She thrives in providing support and persevering through detailed tasks. This revelation was a game-changer. I realized that by assigning her these tasks, I was not offloading my burdens but rather giving her the opportunity to excel and enjoy her work. Understanding her strengths transformed my perspective. Now, I see delegating these tasks as giving her a gift, allowing both of us to operate in our areas of genius. This shift not only alleviated my guilt but also enhanced our productivity and job satisfaction.

?Quick Takeaway:

Do you judge the motivations and competencies of the people you work with? Is that judgment based on assessments and metrics or your opinion?? You may suffer from Fundamental Attribution Error (this video explains the concept) and could benefit from reconsidering your judgments.

Right Person, Right Place, Right Time

The Working Genius model empowers businesses to truly understand what each employee excels at (their genius) and when they can best leverage these strengths. This insight has been transformative for companies implementing it, leading to significant improvements in employee engagement, satisfaction, and team dynamics.

There are three key aspects of the Working Genius Model:

1. Identify the Genius, Competency, and Frustration of each employee:
2. Understand the 3 Stages of Work:
3. Recognize the Altitudes of Work:

By understanding and applying these altitudes, you ensure that employees are engaged in work that matches their natural abilities and preferred working style, thereby maximizing their contribution and satisfaction.

Implementing Standards of Excellence

By integrating these aspects, businesses can establish standards of excellence that enable employees to perform at their best. For instance, if you have an employee whose Working Genius is Tenacity, they are likely to excel in tasks that require persistence and follow-through but may struggle with innovative, out-of-the-box thinking. Recognizing this allows you to assign them roles and responsibilities where their tenacity will be most effective, particularly in the implementation phase of projects.

This approach ensures that employees are not only in the right roles but are also working on tasks that maximize their strengths. It eliminates the frustration that comes from mismatched responsibilities and enhances overall team performance.

Tying It All Together: Psychological Safety and Working Genius

Psychological safety is the foundation that allows the Working Genius model to thrive. When employees feel safe expressing their true strengths and admitting their areas of frustration without fear of judgment, they can perform at their best. Creating an environment where it's okay to be honest about one's abilities fosters open communication and trust.

Imagine a team where each member knows their own and their colleagues' geniuses and frustrations. This knowledge reduces the likelihood of misjudgments and increases empathy and support among team members. When people understand that someone else's struggle is not due to lack of effort but due to a mismatch of tasks and strengths, it builds a culture of support rather than blame.

Reflection

Think about your own team. Are there areas where team members are struggling because their tasks don't align with their strengths? How can you apply the Working Genius model to better match roles and responsibilities to individual strengths? Embracing this model could be the key to unlocking higher levels of engagement, satisfaction, and productivity within your team.

By promoting psychological safety through the Working Genius model, you create a workplace where everyone can bring their whole selves to work, feel valued for their contributions, and work together more effectively. This not only enhances team performance but also fosters a positive and supportive company culture.

Call to Action

What do you identify as the challenges for teamwork? How have you overcome those obstacles? Do you think the Working Genius Model could work for you?

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