Presented by Mark Graban, KaiNexus Senior Advisor
https://info.kainexus.com/continuous-improvement/psychological-safety-as-a-foundation-for-continuous-improvement/webinar/signup
Mark’s presentation will explore the connections between Psychological Safety and Continuous Improvement, using examples from Toyota, KaiNexus, and other companies.
Mark will explore how we can assess the current state of Psychological Safety in teams or across a broader organization. He’ll also discuss what leaders can do to help create conditions where employees feel safe enough to speak up about mistakes, problems, and improvement ideas.
Psychological Safety as a Foundation for Continuous Improvement
1. Psychological Safety:
A Pre-Condition
for Continuous
Improvement
Hosted by
Host: Morgan Wright
Customer Marketing Manager
Morgan.Wright@KaiNexus.com
Presenter: Mark Graban
Author, The Mistakes That Make Us
Senior Advisor, KaiNexus
Mark@KaiNexus.com
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4. About Mark Graban
• Senior Advisor, KaiNexus (Since June 2011)
• Author, Speaker, Consultant
• Host of podcasts, including “My Favorite Mistake”
• Also the author of:
• Lean Hospitals
• Healthcare Kaizen
• Practicing Lean
• Measures of Success
• B.S. Industrial Engineering, Northwestern Univ.
• M.S. Mechanical Engineering, MIT
• M.B.A., MIT
5. PSYCHOLOGICAL SAFETY
A Pre-Condition for Continuous Improvement
Slides & More: MarkGraban.com/KaiNexus2023
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11. Toyota Production System
“We define TPS as an
organizational culture of
highly engaged people
solving problems or
innovating to drive
performance.”
Amy Edmondson
Harvard Business School
The Fearless Organization
Jamie Bonini
Toyota / TSSC
18. For a World-Class “Lean” Culture
“[Toyota believes] people must …
feel psychologically and
physically safe … they must
believe that any concerns they
have will be taken very seriously”
19. What is Psychological Safety?
• “Psychological safety is a belief that
one will not be punished or humiliated
• for speaking up with
– ideas
– questions
– concerns or
– mistakes.” Amy Edmondson
Harvard Business School
The Fearless Organization
45. Is it Safe to Say?
WE COULD BE WRONG
LET’S TEST IT AND SEE…
THAT DIDN’T WORK AS…
46. You Can Measure Psychological Safety
80th percentile
Possible scoring range is -100 to +100
47. Teams Progress Through 4 Stages
1. Inclusion Safety: Can I be my authentic self?
2. Learner Safety: Can I learn and grow?
3. Contributor Safety: Can I contribute and create value?
4. Challenger Safety: Can I be candid about change?
… all without fear of being embarrassed,
marginalized, or punished in some way.
48. You Can Measure the 4 Stages
Percentile: 74th 81st 76th 77th
Possible scoring range is -100 to +100
49. You Can’t Jump Ahead to Stage 4!
Research-
based
progression
50. You Can Improve Psychological Safety
Modeling
Vulnerable
Acts
Rewarding
Vulnerable
Acts
51. Stage 1: Inclusion Safety
• I am accepted as a member of my team
• I am treated with respect
• I feel included by the people I work with
55. Stage 3: Contributor Safety
• My team allows me to do my job
• My team values my contribution
• I am encouraged to contribute as much as I
can in my role
57. Stage 4: Challenger Safety
• I can take reasonable risks without being
punished
• I feel safe disagreeing with the way my team
does things
• I have the freedom to challenge the status quo
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