Presented at iOSoho: https://www.meetup.com/iOSoho/events/232809656/
More information available here: https://ashfurrow.com/blog/building-compassionate-software/
1. Feelings matter.
2. Teams with psychological safety perform better.
3. Implementing psychological safety on your team.
Science Says So
• Seeing the world as others see it.
• Recognizing and understanding another’s feelings.
• Staying non-judgemental.
• Communicating that you understand.
Teams with Psychological Safety
The belief that one will not be punished or
humiliated for speaking up with ideas, questions,
concerns, or mistakes.
• Five-year study of team dynamics at Google.
• Goal: find predictor of high-performing teams.
• Conclusion: psychological safety correlates with performance.
• Important that developers feel able to ask questions, raise concerns.
• Especially necessary in small, resource-constrained teams.
Psychological Safety at Artsy
• Psychological safety is observed in groups as two behaviours:
• Conversational turn-taking.
• Average emotional sensitivity.
• Higher team performance.
• Makes team members feel more welcome.
Safety on Your Team
• Admit fallibility.
• Frame all work as learning experiences.
• Model curiosity.
Framing Work as
Other Good Ideas
• Small talk at the beginning of meetings.
• Watch out for people getting interrupted in meetings.
• Don’t push for immediate feedback.
• Allow space to revisit discussions.
• Practice empathy: reflect on meetings, focus on peers’ feelings.
Boring Good Ideas
• Schedule recurring appointments to review your week.
• Block off time immediately following meetings to reflect.
• Retrospectives and/or post-mortems.
• Peer and performance reviews.
• Hiring process.
1. Feelings matter, science says so.
2. High psychological safety correlates with performance.
3. Operationalizing psychological safety is hard but worth it.
Sleep on it