How to Deal with Uncertainty to Thrive (Part 5)
As we approach the new year, let's finish our series on how to deal with uncertainty to thrive.
Our final tip regarding how adaptability assists us to thrive in times of uncertainty is to make the workplace a safe space to learn.
We all know that having healthy team dynamics fosters adaptability.
Working in teams influences the extent to which we prioritise learning, especially from setbacks and failures. The absence of conflict and the appearance of compliance may not reflect that dynamic.
Teams can have cultures in which setbacks and failures go unacknowledged or, worse, are punished, or they can have cultures that seize setbacks as opportunities from which to learn and grow.
Leaders can have a unique influence on which team culture is adopted depending on the degree to which they foster psychological safety.
This is a shared belief held by team members that interpersonal risk-taking is safe—that ideas, questions, concerns, or mistakes will be welcomed and valued.
Experiencing safety is an essential ingredient for higher performance, creativity, and improved well-being. It invites full, authentic participation from every member fosters constructive debate and creative problem-solving, and allows teams to learn quickly.
For such a climate to be successful, leaders should be aware of and model the requisite behaviours and deliberately support team members. Put simply, by creating psychological safety, leaders simultaneously demonstrate their own adaptability and create an environment where adaptability can flourish for their teams. This is very different from a leader who believes, “I know best and the team should follow me.”
Here are four practices that can help leaders foster psychological safety:
Reframe “failures”. Failure is emotionally difficult since we are primed to succeed. Leaders can help frame failure as a way to learn from missteps and build future successes. This emphasis helps reinforce an adaptable environment in which people feel comfortable being honest and vulnerable; it also invites curious, open, and growth mindsets.
Encourage team voice. A diversity of perspectives pushes us to be innovative and elevates our performance. Leaders can strive to invite team input into decision-making and use more dialogue to encourage discussion. Reinforce “messenger” behaviour by appreciating all ideas and thanking those who share them, even if that message is not ultimately acted on. If the idea is dismissed, be sure to explain why, and seek to “unmute” the voices of those who are silent.
Appreciate others. To drive full participation, team members need to feel valued for their contributions. Leaders can avoid generic congratulations or only recognising results. Instead, they can reward members’ efforts, making recognition for their contributions part of the team’s vernacular.
Coach team members to support one another. It has been found that team climate is more than twice as important as leadership style. Coaching, role modeling, mentoring, and setting up structures are critical to creating an environment that feels safe.
By investing in measures that emphasise well-being, purpose, mindset shifts, deeper connections, and team learning, leaders become better equipped to meet the challenges ahead. Applying these lessons throughout their teams & organisations makes for healthier and more responsive teams.
Leaders should understand that adaptability is a skill that is mastered with continual practice—the ability to “learn how to learn” does not materialise overnight. Those who have the courage and humility to do this work can summon their adaptability skills right when they are needed most. In a world of constant flux, that is a crucial skill set.
