When Google set out to discover what makes a high-performing team in 2012, researchers expected to uncover a set of individual demographics, characteristics, or personality traits that made a team great.
What they realized, however, was that composition mattered very little; it was the interactions within the team that determined its effectiveness.💡
At the core of their findings was the concept of psychological safety—the belief that team members can share ideas, voice concerns, and take risks without fear of retribution. Psychological safety fosters trust, encourages creativity, and enables teams to navigate challenges effectively. When individuals feel safe to contribute, the collective intelligence of the team flourishes, leading to stronger performance and greater innovation.
Have you listened to our podcast episode about Project Aristotle yet? Check it out today! ⤵️
LeaderFactor
When Google set out to discover what makes a high-performing team in 2012, researchers expected to uncover a set of individual demographics, characteristics, or personality traits that made a team great.
What they realized, however, was that composition mattered very little; it was the interactions within the team that determined its effectiveness.💡
At the core of their findings was the concept of psychological safety—the belief that team members can share ideas, voice concerns, and take risks without fear of retribution. Psychological safety fosters trust, encourages creativity, and enables teams to navigate challenges effectively. When individuals feel safe to contribute, the collective intelligence of the team flourishes, leading to stronger performance and greater innovation.
Have you listened to our podcast episode about Project Aristotle yet? Check it out today! ⤵️
https://youtu.be/xLsOjAsUbZo?si=EYKUd...
9 months ago | [YT] | 4