Replace Blame with Curiosity
For teams to succeed, their members must feel safe. Studies show that psychological safety allows for openness, moderate risk-taking, and creativity (Tweet it!). In order to achieve breakthroughs, people need to take chances—but that won't happen if they fear rejection or ridicule.
Writing in the Harvard Business Review, Laura DeLizzona, PhD, an instructor at Stanford University, notes that one of the best strategies for making co-workers feels safe—and therefore innovative and productive—is to replace blame with curiosity. “If team members sense that you’re trying to blame them for something, you become their saber-toothed tiger,” she says.
While blame leads to defensiveness and disengagement, curiosity indicates a learning mindset. Maybe you don’t have all the facts, so:
If you would like to read more about creating a habit around masterful communication, check out our book: Be Quiet, Be Heard: The Paradox of Persuasion
4/3/2018 09:41:54 am
This highlights the extreme value of the framing question. I have learned that this question is likely about the most important facilitation tool leading to success. It takes a lot of awareness, both emotional and contextual intelligence, and a very strategic approach. As you say, steering away from negativity, especially blame, is hugely important. Thanks for this great piece!
4/3/2018 02:00:13 pm
You are welcome John! And thanks for taking the time to stay connected about this very important topic. When you talk about 'the framing question' what do you consider when developing this? I'm not familiar with that term -- although may very well be familiar with the tool. Any more insight you can provide?
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