The Fearless Organization summary

Let’s revisit that meeting from the previous blink. But this time, instead of worrying that your idea won’t be received well, you know for sure that your boss and colleagues will respond positively. If they like the idea, they’ll tell you so. And if it doesn’t hit the mark, they’ll give you constructive feedback. 

In this ideal scenario, you and your colleagues have psychological safety – the shared feeling that you can freely express your thoughts and ideas, or make mistakes and ask for help without receiving negative reactions. 

Have you ever noticed something not right at work? Maybe your supervisor has made a mistake in a presentation. But she has a reputation for being harsh, so instead of pointing anything out, you go along quietly, afraid to rock the boat. 

Unfortunately, many bosses think fear is a good leadership strategy. While the atmosphere that this creates is no picnic, there can be far worse consequences. 

How many times have you been told to do your best? We get this advice throughout our lives, from parents, teachers, coaches, friends, and even anonymous quotes on the internet. Rarely are we ever told to fail.

But being OK with failure at work is the first step in creating a fearless environment. When team leaders and bosses start talking about failure as something that happens often and as a learning opportunity, people become comfortable with taking risks, trying out new things, and openly discussing their mistakes.

We’ve all heard the phrase, “No one likes a know-it-all,” and it can definitely be annoying to be around someone who thinks they have all the answers. 

However, when the know-it-all is your boss, they’re not so much annoying as they are intimidating. Leaders who think they know everything intimidate people out of expressing ideas and opinions. And so a key component of a fearless workplace is a boss who openly says that they don’t have all the information or all the ideas. This makes it clear that they’re open to learning and hearing from other people.

Picture a group of five-year-olds learning about shapes. Their teacher asks if anyone can name the shape on the chalkboard, and when a child shouts out the wrong shape, he’s instantly and bluntly dismissed. Do you think that child will try again? Probably not. 

In the same way, people in the workplace can be discouraged if leaders don’t respond to input in the right way. 

What would you do if you ruled the globe for a day? You probably have lots of great ideas for how to improve things if you were in charge but can’t imagine making a difference in the real world because you’re not in a high enough position of authority. 

This frustrating feeling happens in the workplace, too. But the good news is that if you want to work in a less fearful environment, there are small steps you can take to help make this happen, even if you’re not the boss.