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Z. Khan
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Products - OPOLAR Portable Rechargeable Fan, Mini USB Fan with Upgraded 2200mAh LG Battery, Personal Cooling for Traveling Hiking Fishing Camping or Desktop, 3 Speeds, with LED Light
http://astore.amazon.com/amazon-everyday-low-prices-sale-deals-bargains-discounts-20/detail/B01DZYUL6A

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FZ Products Fresh Almond Milk

https://www.facebook.com/FZProducts/
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5/1/17
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FZ Products Fresh Almond Milk

https://www.facebook.com/FZProducts/


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Google Wind...

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Different Aazan Styles In Makkah & Madina 

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Sukumar Raman, Air India staff member beaten with sandals by Shiv Sena member Indian Parliament
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Google's Checklist To Ensure Psychological Safety In Its Teams

Why are some teams are more successful than others?

GOOGLE has been on the top of may top employer surveys. In the last couple of years, its People Analytics team interviewed hundreds of employees and analyzed data about people in more than 100 active teams over two years to understand why some teams succeed and why some other's stumble and fail. The company found that there are five key dynamics that sets successful teams apart from others: psychological safety, dependability, structure and clarity, meaning of work and impact of work. The top in the list is 'psychological safety' - a concept introduced by Amy Edmondson, who describes it as "a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes". 

In the book "Smarter, Faster, Better" by Charles Duhigg outlines how the company approached psychological safety. To create psychological safety, team leaders needed to model the right behaviors. They were given Google checklists:- 

1. Leaders should not interrupt teammates during conversations because that will establish an interrupting norm. 

2. They should demonstrate they are listening by summarizing what people say after they said it 

3. They should admit what they don't know

4. They shouldn't end a meeting until all team members have spoken at least once

5. They should encourage people who are upset to express their frustration and encourage teammates to respond in nonjudgmental ways

6. They should call out intergroup conflicts and resolve them through open discussion. 

Duhigg also notes that while the checklists had dozens of tactics, they come down to two general principles:- Teams succeed when team members can speak up and when they show that they are sensitive to how one feels. And although there may be many reasons to undermine psychological safety in situations where one has to cut-off a debate, make a quick decision or ask the expert in the long run, it's much more productive. That's because a team amplifies its internal culture. But does psychological safety mean moving away from accountability and excellence? Not necessarily. As Edmondson notes in this TED talk, the two are correlated. Creating a psychologically safe environment increases motivation. "If you only do psychological safety, it's possible you're creating a comfort zone. And if you're only talking about people's accountability for excellence and not making sure they aren't afraid to talk to each other, they you're in the anxiety zone," she adds. 

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How to Win People to Your Way of Thinking

PRINCIPLE 1 - The only way to get the best of an argument is to avoid it.

PRINCIPLE 2 - Show respect for the other person’s opinions. Never say, "You are wrong.”

PRINCIPLE 3 - If you are wrong, admit it quickly and emphatically.

PRINCIPLE 4 - Begin in a friendly way.

PRINCIPLE 5 - Get the other person saying “yes, yes” immediately.

PRINCIPLE 6 - Let the other person do a great deal of the talking.

PRINCIPLE 7 - Let the other person feel that the idea is his or hers.

PRINCIPLE 8 - Try honestly to see things from the other person’s point of view.

PRINCIPLE 9 - Be sympathetic with the other person’s ideas and desires.

PRINCIPLE 10 - Appeal to the nobler motives.

PRINCIPLE 11 - Dramatize your ideas.

PRINCIPLE 12 - Throw down a challenge.

Have A Happy Learning!

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