This environment is comfortable, but there may be no motivation to innovate or do more than the bare minimum. If there is only psychological safety, the gradual dissolution of the organization is likely. This is a more serious situation in which two of the factors are low. The levels of psychological safety and motivation are individually subjective, so regularly checking in with the employees is the smartest way to make sure your organization is healthy. You cannot see the symptoms for long and when you do, a lot of damage has been done.

But if you find it in time, you can still defuse it and jump into State One.Īction: This state is like corporate diabetes: the silent killer. If you don’t know you have it, everything seems to be normal before it explodes. Missing one factor can lead to substantial issues that is why this state is called a time bomb. Without motivation, the diverse team feels safe, even too comfortable, so seemingly there is no problem at all. While there may be a lot of ideas and perspectives, individuals may feel it is better not to make a mistake or share any insights. Without psychological safety, anxiety is likely to develop and lead to burnout.

The collaboration might be smooth as they think and behave similarly, but they might miss out on big opportunities or have issues later on due to their significant blind spot. Without cognitive diversity, the team would have serious tunnel vision. Action: Growth is a delicate and dynamic relationship within and between people, so it can never be taken for granted and must be constantly nurtured.

Icq consultants