Ways To Inspire Risk-Taking In Team Projects

The more mistakes a team makes, the more quickly they learn and more resilient they become… yet so many of the teams I work with are terrified of making a mistake! They have so much on their plates that they’re singularly focused on crossing things off their lists so the thought of experimenting with a new approach and having to redo it is soul-crushing. OR They’re operating within a prove-your-worth culture in which mistakes are attributed to personal failure and incompetence. OR There is no appetite for risk and the only acceptable way of working is to do things the way they’ve always been done. OR any number of other reasons top performers make themselves small instead of taking a risk that could be a win. This is bad for business. And for morale. When mistakes are seen as part of the process, teams feel safer taking risks, which leads to creative solutions and faster progress. Leaders need to focus on 3 things to encourage experimentation so their teams will risk making mistakes in pursuit of a win: 𝟭. 𝗙𝗼𝘀𝘁𝗲𝗿 𝘀𝗲𝗹𝗳 𝗮𝗻𝗱 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲-𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 When we meet failures with compassion, we soften the emotional blow and decouple it from identity. With compassion, the individual is not a failure (fixed mindset)… they’re an innovator who tried something that failed (growth mindset). ❇ Tip: Normalize mistakes and conversations about mistakes by conducting regular retros for missteps, large and small. Emphasize the key learnings and takeaways, not the flawed logic or approach. No blame, no ego threat, no identity crisis, no problem trying it again another way. 𝟮. 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗮 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 When learning is valued over perfection, teams are more willing to experiment, try new approaches, and push boundaries. ❇ Tip: Reinforce growth mindset as a core cultural tenet. Encourage team members to set personal development goals and allocate a budget to it. Even a small contribution can have symbolic & cultural value. Reward effort and improvement, not just outcomes and encourage voluntary share-outs or team-wide trackers. 𝟯. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝘀𝘆𝘀𝘁𝗲𝗺 𝗳𝗼𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 Experimentation increases both the absolute number of failures and the failure rate. AND Done with systems, strategy and intention, it also accelerates growth, discovery and successful solutions. Establishing a system for experimentation allows teams to test ideas in controlled, low-risk environments where failure is seen as a step toward success. ❇ Tip: Implement a process for innovation sprints in which team members are encouraged to suggest & test bold ideas with clear guidelines on how to analyze & iterate based on the outcomes. These shifts to culture and process can have a massive impact. Teams that are encouraged to make mistakes ✔ learn more quickly, ✔ are more resilient and ✔ are more likely to take smart risks that can lead to sustainable, step function success.

Only 26% of leaders create psychological safety in their teams*. This means just 1 in 4 leaders are truly tapping into the full potential of their people. Psychological safety is the secret ingredient that turns good teams into extraordinary ones—and it doesn’t require grand gestures. It’s the small, often overlooked actions that make the biggest difference. See the examples: 1. Admit your own missteps: 🗣 Example: "Last quarter, I missed a key detail in our strategy, and it led to a delay. Here’s how I’m adjusting my approach." 2. Ask for feedback, then act 🗣 Example: "After hearing your thoughts on our meeting structure, I’ve decided to shorten our agenda and focus more on discussion." 3. Show that asking for help Is normal 🗣 Example: "I’m struggling with this new software—can someone show me how to use this feature?" 4. Celebrate the journey, not just the destination 🗣 Example: "The presentation wasn’t flawless, but the way you tackled the research was impressive." 5. Give permission to challenge 🗣 Example: "I want someone to play devil’s advocate—how could this plan go wrong?" 6. Create space for dissent 🗣 Example: "Before we finalize, let’s hear from anyone who sees this differently." 7. Reframe failure as growth 🗣 Example: "Our experiment didn’t yield the results we hoped for, but we now know what to avoid next time." 8. Demystify decision-making 🗣 Example: "We chose this vendor because they align with our long-term sustainability goals." 9. Reward curiosity 🗣 Example: "That question opened up a whole new line of thinking—thanks for bringing it up!" 10. Spotlight the quiet contributors 🗣 Example: "I want to highlight Anna’s work on the backend—it’s crucial to our project’s success, even though it’s often behind the scenes." True trust doesn't come from protecting your people from conflict or tough conversations. It’s born from inviting in every voice, especially the ones that challenge the status quo. If you're not making space for diverse ideas, you're not just missing out—you're holding your team back. * 📚 Study source: McKinsey & Co., “Psychological safety and the critical role of leadership development,” 2021.

In a world where most leaders focus on individual performance, collective psychological context determines what's truly possible. According to Deloitte's 2024 study, organizations with psychologically safe environments see 41% higher innovation and 38% better talent retention. Here are three ways you can leverage psychological safety for extraordinary team results: 👉 Create "failure celebration" rituals. Publicly acknowledging mistakes transforms the risk psychology of your entire team. Design structured processes that recognize learning from setbacks as a core organizational strength. 👉 Implement "idea equality" protocols. Separate concept evaluation from originator status to unleash true perspective diversity. Create discussion frameworks where every voice has equal weight, regardless of hierarchical position. 👉 Practice "curiosity responses”. Replace judgment with genuine inquiry when challenges arise. Build neural safety by responding with questions that explore understanding before concluding. Neuroscience confirms this approach works: psychologically safe environments trigger oxytocin release, enhancing trust, creativity, and collaborative problem-solving at a neurological level. Your team's exceptional performance isn't built on individual brilliance—it emerges from an environment where collective intelligence naturally flourishes. Coaching can help; let's chat. Follow Joshua Miller #workplace #performance #coachingtips

One of the clearest signals of whether a transformation is working isn’t in the plan - it’s in the conversations happening in your teams. So pay close attention to the frequency of healthy debate, constructive challenge and openness to new and divergent ideas that takes place. If the frequency is low… …there is the risk of creating the illusion of performance because people readily ‘understand’ each other, agree on everything, collaboration seems to flow smoothly and there is a collective sensation of progress. However, the opportunity cost is teams gets trapped in their own paradigms, opportunities get overlooked, risks ignored - and ultimately their output becomes derivative not innovative, performance diminishes as opposed to improving and compounding. If the frequency is high… …there is a level of psychological safety that allows for team members to be more objective, to speak up with relevant ideas, to constructively challenge each other, and bring their diverse perspectives and experiences to the table - in the knowledge it won’t be held against them. This opens up the opportunity of reframing the paradigm, and connecting different perspectives and ideas. Ingredients for creativity, innovation, resilience and performance. You see homogeneous teams might feel easier, but easy doesn’t translate into Performance. Here are a few ideas to experiment with your teams… 1. Intentionally foster a team environment that replaces scepticism with intellectual curiosity, an open and learning mindset.   2. Consider how you can create a ways of working that allows all ideas and perspectives from everyone in the room to be heard. 3. Encourage dissenting perspectives. Surrounding yourself with people who are willing to disagree with you and challenge your perspectives and each other. 4. Consider whether you may need to invite others to that creative or idea generation meeting to ensure you get a broader perspective. 5. De-stigmatise failure through sharing past mistakes and celebrating lessons learnt. 6. Institutionalise a team culture of healthy candour. Candour is one of the key attributes to improving the quality of output, levelling up creativity and enabling effective collaboration. What would you add? #transformation #culture #psychologicalsafety

The most dangerous person in your organization might be the one who's most certain about the future. In an era of constant disruption, traditional leadership models fall short. Here's what I've learned about thriving in chaos: - Embrace Strategic Humility: Conventional wisdom says leaders should have all the answers. Reality? In fast-changing environments, acknowledging what you don't know is power. It creates space for collective intelligence to emerge. Start key meetings by explicitly stating uncertainties: "Here are three critical things we don't know yet about this market shift." - Reframe "Mistakes" as "Tuition": In chaos, if you're not making mistakes, you're not moving fast enough. The key is to make those mistakes valuable. Create a culture where teams openly share lessons from failures, focusing on insights gained rather than opportunities lost. This transforms setbacks into catalysts for growth and innovation. - Cultivate Anxious Optimism: Blend "we'll figure it out" confidence with the urgency of "if we don't, we're toast." This mindset drives creativity and prevents both complacency and panic. In planning sessions, always pair opportunity discussions with risk assessments: "What's the best possible outcome here? Now, what could cause us to miss it entirely?" - Lead with Questions, Not Answers: In uncertainty, the quality of our questions matters more than the firmness of our answers. Start strategic discussions with: "What question, if answered, would change everything about our approach?" This focuses team energy on the most impactful unknowns. -Build Capacity for Uncertainty: Your job isn't to provide certainty—it's to build an organization that thrives without it. Regularly rotate team members across projects or departments. This builds organizational flexibility and prevents silo thinking. The leaders who will succeed today and in the future aren't those with the best plans, but those who build teams capable of rapid adaptation and relentless learning.

In tech, everyone talks innovation. But the real game-changer? Creating a team that isn’t afraid to fail ↓ My biggest edge in scaling tech teams? I borrowed it straight from IO psychology. It's the lever nobody talks about: Psychological safety. In the fast-paced world of tech, where innovation is king, we often overlook the human element. A team that feels safe to take risks is a team that innovates. How do you create this environment? 1. Encourage open dialogue 2. Celebrate failures as learning opportunities 3. Lead by example - admit your own mistakes 4. Reward vulnerability and honesty 5. Foster a culture of constructive feedback When team members feel psychologically safe, they're more likely to: - Share innovative ideas - Take calculated risks - Collaborate effectively - Learn from failures - Adapt to change quickly The result? A more agile, creative, and productive tech team. This approach has helped me build high-performing teams that consistently deliver groundbreaking solutions. Remember: Technology is our tool, but people are our greatest asset. Invest in your team's psychological safety and watch your innovation soar. Create an environment where your tech talent can truly thrive.

Ever walked into a room full of talented people and felt like the pressure was on to prove yourself as the smartest person there? Here’s the thing: "Leadership isn’t about being the best in the room... it’s about bringing out the best in the room." Years ago, I led a team on a challenging project with tight deadlines and big expectations. Initially, I felt the need to direct every decision and prove I had all the answers. One day, during a team discussion, I noticed a quieter team member hesitating to share an idea. I paused and asked, “What’s on your mind?” Her insight completely reshaped our approach and ultimately led to the success of the project. That moment taught me a powerful lesson: leadership isn’t about being the loudest voice - it’s about creating space for others to shine. When leaders focus on empowering their team, amazing things happen. Encouraging collaboration and valuing diverse perspectives can unlock solutions that no single person could achieve alone. Here are three actionable ways to bring out the best in your team: 1) Ask Questions, Don’t Dictate: Foster curiosity and invite input instead of handing down directives. 2) Recognize Strengths: Acknowledge and celebrate the unique skills each team member brings to the table. 3) Create a Safe Environment: Encourage risk-taking and make it clear that mistakes are learning opportunities, not failures. What’s one way you’ve helped bring out the best in your team? Share your experiences - I’d love to hear how you lead with purpose and inspiration! Wishing everyone a Saturday filled with inspiration, collaboration, and meaningful leadership moments! Chris #Leadership #TeamBuilding #LeadershipDevelopment #Inspiration #Empowerment

Your competition isn't winning on talent. They're winning on psychological safety. Ever sat on a brilliant idea because you were scared of being judged? We all have. That's why psychological safety matters. According to Gallup, teams who feel safe to speak up drive 21% more profit. They show up more (41% less absence) and feel better at work (66% higher wellbeing). Here's a cheat sheet I have created based on Amy Edmondson's Psychological Safety Model which I totally love. There are 4 zones in the model 📍Comfort zone ↳ People are friendly but not pushed to excel. In teams, they don’t make big progress. 📍 Apathy zone ↳ People come to work but their hearts and minds are somewhere else. Not much gets done 📍Learning zone ↳ People work together, challenge each other, and learn to do a great job. They tackle hard and creative tasks 📍Anxiety zone ↳ People are scared to share ideas, take risks, or ask for help. This can hurt productivity and growth. Leaders should strive to bring the team to the learning zone where there is high psychological safety which results in high performance standards. Here's 9 tips for leaders to bring their people into the learning zone 1️⃣ Start with trust ↳ Be the first to share a personal story or mistake you made 2️⃣ No blame game ↳Ask, “How can we fix this?” instead of, “Who did this?”. 3️⃣ Active listening ↳In your next meeting, repeat what someone says before your reply.. 4️⃣ Normalize failure ↳Share a failure “What I Learned” segment in team meetings. 5️⃣  Diverse voices ↳Rotate who facilitates so everyone a chance to lead and speak. 6️⃣ Open door policy ↳Schedule “open office hour” weekly for team questions/concerns 7️⃣ Consistent check-ins ↳Set up a bi-weekly 15-minute one-on-one with each team member 8️⃣ Reward risk-taking ↳Create a “Risk-Taker of the Month” award with a small incentive. 9️⃣ Address issues promptly ↳When an issue is raised, allocate time to find solutions. So here's my question to the leaders: Psychological safety isn't built in a day. But it can die in a moment. What will you do differently tomorrow? ♻️ Share this so that your leaders can build a psychological safe work environment. Follow Adeline Tiah 謝善嫻 for content on leadership culture, reinvention and future of work.

A team’s potential is limited by how safe they feel. This was one of the most impactful lessons I learned at KPMG. 👉 Great leaders make people feel safe to share ideas and problems. When teams feel safe to speak up, magic happens: Innovation – you hear all their ideas. Engagement – they feel like they belong. Accountability – people own up to mistakes. People must know you won’t tear them down for a bad idea. Or punish them for bad news. If you want the best performance, make your team feel safe enough to take risks. Ask yourself: – Do your team feel safe to be brutally honest? – Can they make mistakes without fear? – Can they challenge the status quo? And if they don’t, here are few things you can do: ✅ Invite feedback: Make it clear every idea matters. ✅ Show vulnerability: Share your own mistakes to normalise failure. ✅ Get curious: When things go wrong, ask how – instead of blaming. Creating a safe environment is the foundation of high-performing teams. It's something all great leaders do to release a team’s potential. What's your experience of this type of environment? ♻ Repost to share with your network. And follow Mostyn Wilson for more.