Abc Ltd. reported lack of efficient communication among team members and the resultant disengagement towards work.
Simultaneously, such fallout had begun to indicate burnout among employees.
We examined the invisible factors that govern the client organisation’s culture and noted the absence of equality in terms of opportunity and fairness. This translates into an atmosphere of mistrust that adversely affects productivity.
The organisational leaders reported frequent rifts among the homegrown leaders and lateral entries. The organisation recognizes the importance of both and wishes to tap into their potential. However, a sense of competition among the leaders hinder the teams from working collaboratively and adversely impacts the company culture. The top tier management, thus, intends to close the gap between their competent workforce and the desired outcome.
Having an in-depth insight into the client’s concerns, we could chart out how widely a major issue was translating into a wide variety of problems in the functioning of the organisation. This led us to suggest our programme on Psychological Safety to the client.
Seeing the success backwards gives a clear charting of the route one needs to take. That is how we ventured into the root causes of the presented concern and worked with the same.
Antarmanh’s Psychological Safety brings a paradigm shift from the top to bottom in establishing a toolset, skillset and mindset that fosters psychological safety. We walked the client organisation through a sequential 4-week learning solution with one module per week. This encompassed pre-read resources, post-read resources, case studies, activities, polls and feedback.
The psychological safety programme is divided into 4 parts, gradually creating a sustainable scaffold and heading towards creation of a psychologically safe environment at the workplace.
The program inculcated values of Crisis Leadership, Team Empowerment, Inclusive Leadership, Trust based relationship in the workplace and the post assessment results depicted that the team members’ scores had improved on the following aspects:
Any implementation is as good as the kind of result it renders. The Psychological Safety program helped in better self awareness of the leaders, better understanding of their team further leading to better trust and safety dynamics within the organisation. This in turn led to a positive impact on the quality of engagement within teams and improved motivation towards work.
Abc Ltd. reported lack of efficient communication among team members and the resultant disengagement towards work. Simultaneously, such fallout had begun to indicate burnout among employees