Re: [teampractices] NYTimes article on Google's team psychology

[Max Binder]

Whoops, I guess my email hadn't refreshed, just noticed that this was
already sent out. :)

On Fri, Feb 26, 2016 at 11:30 AM, Max Binder  wrote:

> Interesting read that has some parallels to the Team Practices Group's
> work:
>
>
> http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html?smid=fb-nytimes=cur&_r=1=
> 
>
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Re: [teampractices] [FYI] connection between great teams and psychological safety

[Subramanya Sastry]

I read that article as well .. To me, this section stood out:

/"What Project Aristotle has taught people within Google is that no one 
wants to put on a ‘‘work face’’ when they get to the office. No one 
wants to leave part of their personality and inner life at home. But to 
be fully present at work, to feel ‘‘psychologically safe,’’ we must know 
that we can be free enough, sometimes, to share the things that scare us 
without fear of recriminations. We must be able to talk about what is 
messy or sad, to have hard conversations with colleagues who are driving 
us crazy. We can’t be focused just on efficiency"/


On 02/26/2016 12:20 PM, Kevin Smith wrote:
Forwarding this to a wider list, since I think it's of interest to 
anyone who works with teams.


On Thu, Feb 25, 2016 at 5:04 PM, Kristen Lans  wrote:


http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html-


It's a pretty long article, so for those who are short on time, here 
is my very very abbreviated tl;dr:


Google did a bunch of research to try go figure out why some teams are 
effective and others are not.
"First, on the good teams, members spoke in roughly the same 
proportion, a phenomenon the researchers referred to as 'equality in 
distribution of conversational turn-taking.' " Note that there are a 
number of styles to achieve this, including talking over each other, 
but fairly and with consent.


"Second, the good teams all had high ‘‘average social sensitivity’’ — 
a fancy way of saying they were skilled at intuiting how others felt 
based on their tone of voice, their expressions and other nonverbal cues."


"But Google’s data indicated that psychological safety, more than 
anything else, was critical to making a team work."



Kevin Smith
Agile Coach, Wikimedia Foundation
/
/



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Re: [teampractices] [FYI] connection between great teams and psychological safety

[Kevin Smith]

Forwarding this to a wider list, since I think it's of interest to anyone
who works with teams.

On Thu, Feb 25, 2016 at 5:04 PM, Kristen Lans  wrote:

>
> http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html
> -


It's a pretty long article, so for those who are short on time, here is my
very very abbreviated tl;dr:

Google did a bunch of research to try go figure out why some teams are
effective and others are not.

"First, on the good teams, members spoke in roughly the same proportion, a
phenomenon the researchers referred to as 'equality in distribution of
conversational turn-taking.' " Note that there are a number of styles to
achieve this, including talking over each other, but fairly and with
consent.

"Second, the good teams all had high ‘‘average social sensitivity’’ — a
fancy way of saying they were skilled at intuiting how others felt based on
their tone of voice, their expressions and other nonverbal cues."

"But Google’s data indicated that psychological safety, more than anything
else, was critical to making a team work."


Kevin Smith
Agile Coach, Wikimedia Foundation
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