There is already coercion in the workplace in the form of the org chart. My take on psychological safety is that it is really about bounding and resolving conflict and not letting the outcome of arguments take on truth status or change the political power of the winners or losers. This is in the interests of the lower- and mid-level managers as much as the individuals who put forward weak ideas. A company needs people that are prepared to be disagreeable to put down bad ideas, or everyone will bring their pony to the pageant, and complain they fell unsafe when they don’t get a blue ribbon!
On Oct 29, 2021, at 10:43 PM, Jon Zingale <jonzing...@gmail.com> wrote: "Why does HR assume I even want a safe space?" One can always ask. Plain text is always at least one of the interpretations. .-- .- -. - / .- -.-. - .. --- -. ..--.. / -.-. --- -. .--- ..- --. .- - . FRIAM Applied Complexity Group listserv Zoom Fridays 9:30a-12p Mtn UTC-6 bit.ly/virtualfriam un/subscribe http://redfish.com/mailman/listinfo/friam_redfish.com FRIAM-COMIC http://friam-comic.blogspot.com/ archives: 5/2017 thru present https://redfish.com/pipermail/friam_redfish.com/ 1/2003 thru 6/2021 http://friam.383.s1.nabble.com/
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