Act Boldly to Foster Psychological Safety

You can courageously foster psychological safety anywhere — even on the soccer (football) pitch.

On Saturday, in England’s most famous soccer tournament (the FA Cup), Chelsea hosted Leicester City in a high-profile quarterfinal match. Chelsea led 2-0 when one of their players, Axel Disasi, accidentally scored an “own goal” for the opponents:

“The 26-year-old, under pressure from Foxes forward Patson Daka, went to pass the ball back to Chelsea goalkeeper Robert Sanchez. Yet Disasi hugely overhit the ball, sending it flying past his teammate and into an empty net.”

BBC Sport called it “a nightmare” for the young player.
Daily Mail referred to it as “calamitous.”
The Independent considered it “one of the greatest own goals in FA Cup history.”
ESPN dubbed it “A MOMENT TO FORGET.”

You can bet that Disasi simply wanted to disappear. Yet his teammate Robert Sanchez — the goalie upon whose goal Disasi had embarrassingly scored — immediately sought him out, put his arm around him and gave him a kiss on the side of his head.

It was a bold act to intervene and immediately set a narrative for Disasi to reframe and destigmatize his failure so that he could resume play effectively and process his mistake productively. (Employees who feel psychologically safe at work are 76% more engaged, 57% more collaborative and 67% more likely to try new skills on the job.) Amy Edmondson talks about the importance of reframing a traditional view about effective performers from “They don’t fail” to “They produce, learn from and share the lessons from intelligent failures.”

The next time you make a well-intentioned mistake, put yourself in Disasi’s boots and ask yourself what kind of response you’d want from your teammates or leader. And if you’re the teammate or leader of someone who fails, consider how Robert Sanchez fostered safety in a high-stakes situation.

At the end of the match, after Chelsea had scored the winning goal.

Email Rule of Threes

A colleague recently forwarded me an email thread that reflected some confusion and complexity. The thread had gone back and forth several times and included 47 different people.

It was an occasion to apply my Email Rule of Threes heuristic: I consider it a “smell” when I see an email thread that is:

  • more than three messages and/or
  • more than three people on the thread.

It usually – but not always – means a problem of coherence and coupling. That is, there is lack of coherence and too much coupling. We want to aim for high coherence (having the quality of a unified whole) and low coupling (elements in a system are coupled when changes in one affect the other).

In my work as an organizational refactorer, I treat these smells like we would code smells: Look for refactoring opportunities. Might we decompose this effort by breaking down large, monolithic groups into smaller, more focused ones with clear responsibilities? What kinds of “tests” might we use to determine whether our new structure is yielding the same (or improved) decisions or actions? In the above scenario, did all 47 of those people need to be in on the thread? If so, why? And why did we have to use the back-and-forth of email to communicate — does the group not have clearly defined feedback loops or richer forums for making decisions?

It’s possible that the group actually did need all 47 people. But at the very least, I encourage you to use the Email Rule of Threes as an andon cord, a trigger to “stop the line” and ask the question: Might we want to find a better way of working here?

Image credit: https://www.flickr.com/photos/lovelihood/6285436824

Reinertsen’s Lottery

Inspired by Donald Reinertsen‘s front-loaded lottery thought experiment from his Principles of Product Development Flow, I created a simple activity to help groups learn about the importance of fast feedback in product development and how to look for optionality and “truncate unproductive paths quickly.”

As always, I am releasing it under a Creative Commons Share-and-Share-Alike license. Please play, enjoy and give me feedback.

It’s International Literacy Day! Let’s brush up!

In honor of International Literacy Day (September 8), I’m writing with a few suggestions to help us brush up on how we communicate, both in writing and speaking. You know what they say: You can take the English major* out of the classroom, but…

* Curmudgeon alert!

Simple mistakes

The first category is simply improving on the basics — reducing the unforced errors:

  • Centered around: This is longstanding bugaboo. It should of course be centered on, as nothing can center around anything. (If you don’t believe me, take a pencil and try drawing it. See?)
  • Literally: Literally means literally, actually. Quite possibly you mean figuratively. For example, “It was two years ago that the world literally stopped spinning.” No, it didn’t literally stop spinning, or you wouldn’t be able to have been able to literally just say that.
  • Vocative error: This one has been on the rise in the last decade, brought on no doubt by the careless and speed-manic world of texting. It has to do with needing a comma when you directly address someone. For example, “Welcome,  Sam” and “Welcome Sam” are two very different commands. If you’re still unclear on it, how about the difference between “Eat more, people” and “Eat more people”? (See more examples.)
  • Blindly following the “rule” about ending a sentence in a preposition: Rather than rephrasing the sentence and preposition correctly, people remember only part of the “rule” and simply remove the preposition, often resulting in a ridiculous formation, such as “What are you talking (about)?” But it also can be downright unclear, such as with “Which car do you want to go?” as opposed to a very different meaning conveyed by “Which car do you want to go in?” If someone calls you on it, whatever you do, please don’t compound the error by justifying it with the excuse that it’s not right to end a sentence in a preposition.
  • Missing or superfluous apostrophes: For some reason, possessives still trip people up (see what I did there?). The rule is quite simple: Form the possessive singular of nouns by adding ‘s, whatever the final consonant. And if you need to make the noun plural, do that, then apply the rule. In addition to the written word, pay attention to how you pronounce it.*
  • Failing to hyphenate compound modifiers: A simple heuristic: If you can’t reverse the first two words and keep the same meaning, you probably need to hyphenate them (e.g., outcome-oriented strategy).
  • Mixing metaphors: Although I absolutely encourage the lively art of using metaphor (yes, we need more!), please don’t mix them. A real-life example from a high-ranking leader: “Join us as we tackle a dilemma and explore solutions through the lens of our new Empowerment Credo.”

For a much better and broader treatment, I highly recommend The Elements of Style, a true classic.

Trying to sound smart

The next category centers on (not around, mind you) what I can only classify as “people trying to sound smart.” For audiences with discerning ears or eyes, these attempts only backfire and make you sound like a poseur. Avoid the following:

  • Turning verbs into nouns for which we have existing nouns:
    • Ask: What’s wrong with the perfectly useful word we already had in request or demand (and yes, I know that request is also a noun). A fun example from a managing director of a big consulting firm: “I ask that you make this a priority to attend, knowing the asks on your time are great.”
    • Grow: When you use grow transitively for anything other than plants, you sound pretentious. Again, we have words that you can use, like increase or expand. Please don’t tell anyone how to “Grow your impact.”
    • Spend: For example, “intelligent spend management .” Use spending or investment or expense, which are actually nouns.
  • Contrariwise, turning nouns into verbs:
    • Architect
    • Action
    • Solution: You don’t solution anything. You solve it. Which brings me to…
  • Solve for: E.g., “Areas we need to solve for. ” Unless you’re in a math class, you simply solve something. This approach also has the advantage of conserving words!
  • Right as a filler word: If you’re constantly dropping in right when you’re not actually asking a question or interested in a response, you begin to sound sus, as the kids say.
  • Utilize: Fancy-speak for use. Use use.
  • Appetite: Unless you’re talking about food and your interest in it, appetite isn’t the kind of metaphor I’m suggesting you use. E.g., “risk appetite” instead of risk tolerance. After all, we’re not eating risk.

Honesty and respect for people

Finally, let’s consider how we might improve our communication by being more honest, plain and respectful.

  • Euphemisms: Avoid, unless you’re trying to be funny. Speaking of…
  • Multitasking: You’re not multitasking because you can’t. You’re attempting to multitask. It’s more truthful and accurate to say that you’re context switching.
  • Words suffering from semantic diffusion: We have a lot of these in the agile world. Agile, Continuous Integration, Kanban all come to mind. Say one of these words to a group of 10 people, and you’ll likely find at least 10 different connotations, so the words often hinder rather than advance understanding. Instead, consider something plainer that more specifically conveys your message, like “iterative and incremental delivery.”
  • Passive voice: It is a smell of lack of action and lack of transparency. E.g., “I was just made aware of…”. Related: Avoid starting a sentence with “I heard that…”
  • Giving time back: This is akin to the government saying they’re giving you money back when you overpay your taxes. When the meeting ends earlier than scheduled, you’re not being benevolent, you’re simply taking less from us than we expected. Simply say that the meeting is over.
  • Care and feeding: This phrase comes from the world of animal husbandry and zoos. When you’re talking about people, use appropriate words, like engagement and support. If you say something like “I am responsible for the care and feeding of the engineers,” you’re likely to also use the word…
  • Resource: Unless you’re referring to a machine or a dictionary, please don’t use this dysphemism for human. It’s 2023, for crying out loud.  

I of course don’t put myself above this list but rather document it also as a reminder to myself of how I might more effectively convey meaning respectfully. I likely have overlooked some of your favorites and definitely have made my own errors, so I invite your feedback — respectful and plain, of course (and don’t worry about those dangling prepositions!). What better way to celebrate International Literacy Day?

* If you don’t pronounce the extra syllable created by the trailing s, people will be confused. For example, a certain baseball broadcaster never enunciated the extra s when he mentioned something belonging to Jim Edmonds, as in Edmonds’s bat — he said it as though he were writing it as Edmonds’. Although I knew he was referring to a player whose name ended in s, the novice listener couldn’t tell if the player were Edmonds or Edmond, since he would’ve pronounced the latter’s possessive the same way. (Indeed, the same team now has a player surnamed Edman.)

Leo’s Three Coffees (or, the Limits of Experts)

The first time I traveled to Thessaloniki to visit my Greece-based colleagues, Leo, who lived in the city, offered to pick me up from my hotel and take me to the office in a nearby suburb. When he pulled up to the hotel, he greeted me warmly — I had only interacted with him via video calls, so it was a treat to meet him in person. After we exchanged pleasantries, I noticed that he had three cups of coffee in the car. “Are we picking up someone else?” I asked with a confused smile. “No, these are for you,” Leo replied. “I didn’t know what kind of coffee you liked, so I have three options: One with cream and sugar, one without and one freddo, which is how we take it here in Thessaloniki. Pick whatever one you like, or even all three!”

Even before meeting him in person, I couldn’t have esteemed Leo more, but I found this not only the quintessence of hospitality but also of wisdom and humility. After we arrived at the office and settled into our first group session, I asked our assembled colleagues who the coffee experts were. A couple of proud coffee enthusiasts raised their hands, and I asked them, “Okay, how long would it take you to determine among yourselves what kind of coffee I like?” They exchanged awkward smiles and demurred. I quickly let them off the hook and shared the story of Leo’s three coffees.

To be sure: Expertise has value, whether it’s my trusty mechanic, your orthodontist or an artificial-intelligence development team. We don’t want n00bs on these tasks. Expertise also has limits, such as when all of the analysis in the world won’t be able to find the answer, because the right answer is fundamentally unknowable ahead of time. I could’ve locked the coffee experts in a room for days, and they would’ve been no closer to the answer than when they started; indeed, they may’ve actually become more fixed on the wrong answer with the confident illusion that they were right. This is often what happens in product development, when we have a fixed road map with only one path forward, generated by “expert” product people who are expected to know everything.

My coffee preference was an instance of a market (a simple market of one person, of course), a complex system. When we’re working in complexity, the appropriate approach was what Leo took: probe, sense and respond. In other words, try something with small consequences and see what happens. Even if he were a coffee expert, Leo couldn’t have known ahead of time the best coffee for me that morning. Indeed, I didn’t even know what coffee I would like until I saw all of the options; after all, I had never even tried a Greek freddo, so how could a team of experts have known? It wasn’t that Leo had no clue about what to offer — he took an educated guess with a few options — but he held those options loosely, humbly, as a probe to see what might appeal to this particular American visitor in a new city on that particular June morning, a novel scenario. In fact, by having more coffee than people, he actually expected that at least one wouldn’t succeed. As Dave Snowden writes:

The famous Biblical parable of the sower applies here. We sow seeds, some fall on fertile ground, others on impenetrable soil, and yet others sprout but get overgrown by weeds. Our responsibility is to keep sowing the seeds, and tending the ones that are growing; that is all we have control over.

You might counter that, like the sower with some of the seeds, Leo wasted a coffee. Technically, yes. But that would be to focus on the seen and not the unseen. He actually wasted less than he would’ve had he confidently — and ignorantly — prepaid for a week of coffees that I didn’t like, an even riskier proposition (and yet something we observe all the time with locked-in, feature-based product roadmaps and backlogs). Thus, he “truncated unproductive paths quickly,” in the words of Don Reinertsen.

Of course, the starting conditions mattered: Leo was in a psychologically safe environment (despite having never met me in person, he could be reasonably sure that I wouldn’t punish him for not magically intuiting my coffee preference), and he had the humility to admit that he didn’t know the answer. Amy Edmondson, in The Fearless Organization, commends women’s fashion designer Eileen Fisher for calling herself a “don’t knower.” Obviously, it doesn’t mean Fisher doesn’t know anything, but, rather, she — like Leo — has the wisdom to know the limitations of expertise in a complex environment.

The takeaway: First, know in what domain you’re working. Second, consider the appropriate approach. Have the humility and wisdom to know your limitations. In complex environments, expertise is asymptotic: It feels like you’re coming to the answer, but you never really get there, because you can’t. Instead, be like Leo, who when it comes to complexity, takes a page from his Grecian forebear, the great Socrates: “The only true wisdom is in knowing you know nothing.”

And yes, I recommend trying the freddo.

No (Lab) Jacket Required: 2023 Lean Agile London edition

Karl Scotland and I facilitated at the recent Lean Agile London conference the latest version of our No (Lab) Jacket Required workshop. We pared it down a bit to fit into the hour-long block we had, but we all learned a lot, all the same. Special thanks as always to Karl for being a brilliant pairing partner, the attendees and the conference organizers.

One of the upcoming improvements we mused on was making Don Reinertsen’s Lottery Example into a simulation or game. Stay tuned. (And let us know if someone has already done it.)

Psychological Safety, Pairing and Making People Awesome

How do you respond when someone makes a mistake?

Hopefully, you don’t do what the English Premier League has been doing this season to its referees who make “human errors”: Publicly humiliate them and suspend them from work.

One longtime referee actually left the English refereeing organization “by mutual consent.” The message is clear: Mess up, and you’re fired. That should instill confidence among the remaining employees.  In other news, the beatings will continue until morale improves.

How we respond to mistakes hugely impacts psychological safety and motivation. The disturbing part in the soccer/football situation is that the league takes no responsibility for the conditions in which their employees work, instead choosing to scapegoat them. Rather, the league — as with any manager or employer — has a duty to create an environment to enable people to do their best work (or “make people awesome,” as Josh Kerievsky calls it in Modern Agile). The league’s haste to throw their people under the double-decker bus without so much as wonder whether they might have helped is of a piece with executives who run their companies into a ditch, then lay people off, all while keeping their own jobs.

Contrast the league’s response with that of Etsy (selectively elided):

If we go with “blame” as the predominant approach, then we’re implicitly accepting that deterrence is how organizations become safer. This is founded in the belief that individuals, not situations, cause errors. It’s also aligned with the idea there has to be some fear that not doing one’s job correctly could lead to punishment. Because the fear of punishment will motivate people to act correctly in the future. Right?

We don’t take this traditional view at Etsy. We instead want to view mistakes, errors, slips, lapses, etc. with a perspective of learning…

Why shouldn’t they be punished or reprimanded? Because an engineer who thinks they’re going to be reprimanded are disincentivized to give the details necessary to get an understanding of the mechanism, pathology, and operation of the failure. This lack of understanding of how the accident occurred all but guarantees that it will repeat. If not with the original engineer, another one in the future.

We believe that this detail is paramount to improving safety at Etsy.

Instead, the league exposed their employees to public ridicule and shame. Yeah, that’ll make them awesome!

Amy Edmondson helpfully distinguishes between three categories of failure: preventable, complex and intelligent. In the case of the referees, the mistakes are probably “preventable,” whose common causes are behavior, skill and attention deficiencies. Yet the three referees who have been punished this season are veterans and have worked at the highest levels of their profession for several years. So it’s reasonable to conclude that these are mistakes induced by the environment or situation.

When a high-pressure task or decision rests on one person — especially if it’s under public or otherwise microscopic scrutiny — the person experiences a distraction effect that warps motivation and therefore degrades performance. (If you want a fun example of this, watch Lindsey McGregor’s talk at Culture Amp.) Research with MIT students (no slouches in math!) showed that their ability to solve simple math problems declined by 32% under such circumstances.

One way to create an environment that mitigates this effect is to encourage people to pair and do ensemble work. Recently, a stressed colleague realized that she was in over her head for a big presentation, parts of which contained untested activities, so she asked me if I would pair with her. I did, and though I didn’t appreciably alter her presentation, simply having me there to complement and support was enough to turn what might’ve been a poor performance — and certainly a stressful one — into a big success.

If you’re interested in truly enabling people to work at their best, consider how you respond to mistakes. Rather than follow the example of some high-profile organizations, you can improve psychological safety — and performance — by doing the opposite (and sometimes even counter-intuitive), such as encouraging safety-promoting practices like pairing and ensemble work. Your people — and your outcomes — will be better for it.

March Madness: Can You Spot the Kanban?

The quintessential American sports tradition that is March Madness concludes this weekend, and with it a chance to observe team dynamics that, although enjoyed in the context of college basketball, are often applicable to work environments. Yes, I’m talking about kanban on the court.

In particular, some basketball teams have a unique use of a kanban, one that you may not expect or even notice if you’re not paying attention during substitutions.

To substitute, a player will check in at the scorer’s table, then await the next whistle, at which time he is allowed to enter the game. Of course, in basketball, only five players can be on the court per team, so someone (whether the entering player or a coach) will let the exiting player know that he needs to leave the game.

Here’s where the kanban comes in: The entering player brings a towel (sometimes it’s a water bottle), meets the exiting player and hands off the towel, and the exiting player returns to the bench, towel in hand.

Why? A couple of reasons: First, as I alluded, it’s to ensure that only five players are on the court at any given time. (Most of the time, it’s not difficult to see whether you have too many, but it does occasionally happen, in which case — if the referee notices — it’s a technical foul.) Second, and more applicably, it ensures that the departing player communicates to the entering player his defensive assignment.

In both cases, the kanban — the towel — is an instrument of communication. The first reason is akin to how kanbans are used in both tangible and intangible goods delivery systems: To signal capacity. That is, just as a physical ticket/token returns upstream or a virtual kanban (a work-in-progress limit or empty spot on a work board) conveys the message “we need to pull something in,” the towel ensures that the player isn’t “pushed” onto the court. (In the basketball example, the kanban exchange is in reverse.) If he doesn’t hand off the towel, the player would quickly realize that he can’t perform very well carrying a towel! The same is true if we have a true kanban system in our work environments: We will not push work into a system without getting the signal that we have capacity. And of course, the result of an overburdened system is even worse than a technical foul.

In the second reason, the towel-kanban ensures that some kind of information exchange take place. When the exiting player takes possession of the towel, it’s a prompt to share information with his teammate. It’s not uncommon for a substituted player to head straight to the bench (especially if he’s displeased to be leaving the game), which results in panicked cries of “Who are you guarding?!” and the expected consequence of a missed assignment and easy score for the opponent.

Basketball may be a strange place to find a kanban, and yet when we realize the power of kanbans as a communication tool, we will see them “in the wild” more than we might expect. And by observing them abstracted from our own environment, we can appreciate how better to use them ourselves.

The Stay Interview

Understanding first-hand what motivates people

Do you know what motivates people? Why would they choose to stay or leave? If you care about the people you support and want them to stay (and moreover, thrive), it’s pretty easy to find out how to help: Conduct a Stay Interview.

If you know what an exit interview is, you know how to do a stay interview. Simply move the timing up. It’s like the pattern of moving from a project post-mortem to a regular retrospective; by bringing the learning forward, you have a chance to do something about it.

My own lessons from stay interviews

I’m learning a few things by conducting stay interviews. A few lessons so far:

  • You need to do something about what you learn. Listening and understanding what people need is only the first step. And you only have a limited time before you lose credibility and trust.
  • Motivations differ for everyone. You may find patterns, but the priorities for different people are different. And what is important for one person now – like compensation – may not be as important to the same person later. One person desires words of appreciation and quality time, another growth opportunities, another is concerned about comp becoming an issue. 
  • Quarterly is a good cadence. Even if you’re a fairly involved manager, organizational and economic dynamics change frequently. How do you know what works best for your people? Ask them.

Why aren’t stay interviews more common? 

From my own experience observing various organizational cultures, including my own experiences in a managerial role, I surmise a few reasons:

  • You lose control: When you open yourself with a question like “What will make you stay?” it totally upends the power dynamic in the typical managerial relationship. It’s a very vulnerable position to be in, and it’s uncomfortable for people who are accustomed to people “reporting to them” because you are now reporting to them.
  • You have to act: When you ask someone what you can do to encourage them to stay, and the person directly tells you, the clock starts for how long you have to maintain your credibility and trust.  Whether it’s fighting for a raise or changing the way you do things, it means you actually have to put the “servant” in servant leader. If you fancy yourself a modern manager, you need to put your money where your mouth is and prioritize what you’ve heard.
  • You fear you won’t be able to deliver: It’s true that you likely won’t be able to deliver everything, but now you have an option (as opposed to finding out too late to even try); moreover, you can have an honest conversation about expectations.
  • You aren’t incentivized to care: This sounds cynical, but people do what works for them in the system in which they work. The sad reality is that many managers aren’t held accountable for people outcomes (e.g., retention, engagement) and have other priorities. They might give lip service to “taking care of people” (and some may even want to), but when push comes to shove, it gets crowded out.

So why do I love the stay interview? 

  • I can demonstrate to the people that I support that I appreciate them.
  • I can tailor my work to support them without having to guess. 
  • I can get ahead of things that may take time (like compensation).
  • I can explicitly tell people that I value them and want them to stay!

Sources and Resources:

  • Vegafactor motivators
  • Herzberg’s Motivation Theory
  • Theory X and Theory Y
  • Psychological Flow channel
  • Guide to managing me (Streamside Coaching)

Stay Interview questions:

  • What motivates you to stay? What de-motivates you? 
  • What do you like about it here?
  • What do you tell other people (friends, recruiters) about why you stay here?
  • How “fully utilized” do you feel? (Are you able to employ all of your talents?)
  • What do you have to “go outside” of work to get?
  • If you managed yourself, what would you do differently that I don’t currently do? What do you like about what I do?
  • In what situations do you experience flow here? Where do you not?
  • What worries you?
  • How would you redesign your current role into your dream job?
  • What does your “best day” look like?

This article is also available on my Substack at https://mattphilip.substack.com/.