Neil Pretty

In the wake of the global pandemic, people remain the greatest opportunity for organizational stability. Leaders and teams need to remain effective, innovate and meet the demands of their clients. Meanwhile, the workforce is becoming increasingly discerning and top talent is on the lookout for organizations and leaders who foster innovation, well-being, diversity and growth opportunities.

By focusing on Psychological Safety as a core element of success, you are creating the conditions to successfully navigate these otherwise competing priorities. With the right approach, psychological safety is about more than being nice – it’s about learning and performance.

It is possible to build a culture of psychological safety, and teams who maximize their potential to work effectively through change. It is possible to foster innovation, and growth, and ultimately drive better performance outcomes while lowering burn-out, stress and turnover.

As a result, your organization can increase value while becoming a destination for top talent.

Key takeaways for audience members: 

• Learn how the Psychological Safety they create, and co-create with others is critical to performance – not just feeling good.

• Learn the nature of psychological safety and how they can continuously nurture and improve their team environment

Leaders who are worthy of being remembered, foster strong relationships, lead with impact and build an approach that is tailored to their unique style and strengths.

The modern Leader is torn between two realities: management is a job, and leadership is a relationship. By thinking of these as different yet connected roles leaders can more effectively orient towards creating positive change. Leaders must curate an environment of psychological safety and trust while inspiring others to work towards a common goal. Leaders need the skills to manage while forming the relationships that lead to connection, belonging and outcomes.

This creates the foundation for leaders to lead with impact. To achieve this, leaders must also understand and connect internal drivers with clear goals and objectives. This is achieved by reframing the role of the leader from ‘knower’ to ‘learner’ and creating a vision that inspires others to work towards a common goal. Leaders should be able to measure and evaluate the quality of their time and help their team achieve the same.

Inspired Leaders are inspiring leaders and don’t just learn from a book. Leaders accomplish this by looking within and building their own leadership playbook. Not only a checklist of what your team will need – but how you can leverage your own style and your own strengths to achieve their goals. These are leaders who believe in the future of the people they lead – and help them achieve that future.

Key takeaways for audience members: 

• The Different between Management and Leadership
• How to lead for impact by connecting internal drivers to contribution
• How to build your own playbook to lead with your unique strengths

Leaders now more than ever need to have the skills to help their teams work effectively through uncertainty and change. The Leader’s Toolkit is a set of practices and behaviours based on the research of Dr Amy C. Edmondson of Harvard University. These behaviours have been shown to be common amongst those who lead high-performing teams. This workshop puts research into practice by offering leaders not just a framework, but practices they can put into action with their teams.

We see the expectations of employees continue to grow and a desire for contributions to be recognized in a more diverse, and inclusive environment which enables well-being. Leaders need skills to create such an environment while maintaining high performance, innovation and constant change.

This workshop will provide leaders with a foundational knowledge of psychological safety and a framework which will help them navigate these challenges. This framework is designed to be more than leadership theory. Not only is this framework applicable in the team context it is an adaptable roadmap for improving the quality of interactions in and outside the workplace.

Designed to help create a shift in perspective we will explore the overall framework and best practices we have discovered to build and reinforce team performance from small businesses to global Fortune 100 companies.

We explore experiential practices:

• Core concepts of Psychological Safety & Team Alignment
• Setting the Stage – through Reframing Failure
• Inviting participation – through Practicing Inquiry
• Responding Productively – through Expressing Appreciation

Key takeaways: 

• Learn how the core concepts and how to nurture Psychological Safety
• Learn how to improve learning and create the conditions for rapid feedback
• Improve skills to coach and improve group problem solving
• Improve skills to develop team relationships & belonging