All in Workplace

The Four Stages of Psychological Safety: Defining the Path to Inclusion and Innovation (My 3 Takeaways)

The Four Stages of Psychological Safety: Defining the Path to Inclusion and Innovation (My 3 Takeaways)

Chad Ellsworth
Book Summary, Workplace

With half of workers experiencing incivility at work, these outcomes represent are very real, very significant costs for the organization, which highlights the need for psychological safety at work.

Timothy R. Clark, author of “The Four Stages of Psychological Safety,” provides an easily digestible guide for understanding and, more importantly, implementing a culture of psychological safety in any organization. Clark draws not only on his impressive research experience, but also his own personal experiences in consulting and manufacturing organizations, and even as a first-team AcademicAll-American college football player.

Clark argues that the foundational levels of psychological safety are a human right, not earned, but owed.

When the Office is a Quiet Place: Why We Need Compassion & Humanity in the Workplace

When the Office is a Quiet Place: Why We Need Compassion & Humanity in the Workplace

Chad Ellsworth
Heroic Arts, Workplace

In 2009, Gallup found that 25% of a random sample of 1,003 U.S. employees were “ignored” at work, and the results were staggering. If a manager focuses on a person’s strengths, the odds of that person being disengaged at work are just 1 out of 100.

The lowest levels of engagement, however, were reserved not for those whose managers focused on their weaknesses, but for the 25% of people who were ignored by their managers, where 19 out of 20 were disengaged.

Clearly, our workplaces need leaders who are good humans, not just good workers.

We Are Not Alone: How to Break the Cultural Cycle of Toxic Workplaces

We Are Not Alone: How to Break the Cultural Cycle of Toxic Workplaces

Chad Ellsworth
Workplace

We have been conditioned to think that “a few bad apples spoil the barrel,” meaning a few bad individuals are responsible for bad behaviors. However, it is far more likely that bad barrels, in the forms of destructive and dysfunctional cultures, are spoiling otherwise good apples. In other words, we have good people who are exposed to bad cultures who are then making choices to continue those patterns.

Identifying a Destructive and Dysfunctional Workplace: How Do You Know if Your Organization is Toxic?

Identifying a Destructive and Dysfunctional Workplace: How Do You Know if Your Organization is Toxic?

Chad Ellsworth
Workplace

Each of us spends more time at work than doing anywhere else, except in our beds sleeping each night. The quality of our relationships in our workplaces, therefore, has an enormous impact on the quality of our lives.

On top of that, these types of toxic behaviors not only inhibit people from performing at their best, it also has real, tangible impacts on their physical health. If we want to get the best out of people, we have to first look for the best inside of them and invest in the quality of our relationships with each and every one of them.

The Five Dysfunctions of a Team: A Leadership Fable (My 3 Takeaways)

The Five Dysfunctions of a Team: A Leadership Fable (My 3 Takeaways)

Chad Ellsworth
Book Summary, Workplace

How can managers create teams that engage their employees and empower them to perform at the highest levels?

Patrick Lencioni, author of the classic leadership fable, "The Five Dysfunctions of a Team," has developed a formula for not only diagnosing the obstacles that inhibit organizational performance, but also providing the strategies that will propel teams to perform at the highest levels.

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