Cultivating a culture of Psychological Safety in Engineering
summary
Claims measurable effects: teams with belonging show a 56% increase in productivity and a 50% reduction in turnover. Concrete practices tested include running postmortem learning hours after PagerDuty incidents, changing code-review language to questions (for example Can you explain why this is implemented this way?), asking questions instead of statements, rotating who speaks in meetings, and normalizing I don't know as a valid response. Slides and a follow-up course provide checklists and scripts for running inclusive reviews and meetings.
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chapters (11)
- 0:00Introduction and welcome
- 1:06What is psychological safety
- 4:21Signs of unsafe environments
- 7:07Personal story of unsafety
- 9:57Characteristics of safe teams
- 11:20Key practices for safety
- 13:49Empathy and assumptions
- 16:58Leading inclusive meetings
- 22:37Psychological safety in code reviews
- 25:30Running inclusive meetings
- 27:36Call to action and thanks
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