Find a practice for your goal
Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
12 results (expanded search) for "إدموندسون"
Leadership
Psychological Safety Check (Edmondson)
Measure with 7 questions whether your team feels safe to tell truths, ask questions, admit mistakes.
Leadership
Building Psychological Safety on Edmondson's Model
Teams with high psychological safety perform 4x better. This exercise measures and raises it in your team.
Leadership
Town-Hall Q&A Preparation Technique
Before any open forum, write the 10 hardest expected questions and answer them in writing — never improvise live.
Leadership
Communicating Bad News to a Team (Structured Approach)
Use a 4-part frame (Fact, Context, Impact, Path forward) to deliver hard news without sugarcoating or panic.
Leadership
Closing Feedback Loops After Big Announcements
Two weeks after any big announcement, return to the team with "what we heard from you, and what we did about it" — don't let questions evaporate unanswered.
Leadership
Cross-Functional Team Trust-Building
Before a joint project between different teams, hold a "hidden assumptions" session surfacing mutual stereotypes between departments before they sabotage collaboration.
Leadership
Psychological Safety Specifically for Idea-Sharing
Design a "no immediate criticism" rule for the first 10 minutes of any brainstorm — raw ideas die fast if judged before they mature.
Leadership
Celebrating Smart Failures Publicly
Design a monthly public ritual celebrating the best "smart failure" (a hypothesis tested fast and cheap, proven wrong) — not every failure deserves celebration.
Leadership
Disagreeing with Your Boss Productively
Use the format "I agree on X, but I see a risk in Y, and suggest Z" instead of silence or unstructured direct opposition.
Social
Team Psychological-Safety Check
Anonymously ask Edmondson's three questions to score your team's psychological safety.
Leadership
Interrupting Microaggressions
A small "innocent" comment wounds an employee. Your job as leader: interrupt immediately, respectfully, without trial.
Leadership
Addressing a Microaggression in the Moment
Use a short immediate phrase ("pause — let's go back to that point") instead of silence now or a delayed confrontation after the meeting.