Podcasts about leaderfactor

AI is changing the workplace faster than ever, and L&D leaders have a first-mover obligation to introduce AI effectively. In this episode, we explore why waiting for organizational adoption is a mistake, how fear stifles innovation, and three practical steps for navigating AI in leadership.

The blog post Does it Feel Better to Be Vulnerable or Candid in a Workplace? I've learned so much from Timothy R. Clark of the firm LeaderFactor, author of the excellent book, The 4 Stages of Psychological Safety. I can't recommend his work enough--including his free podcasts, webinars, and more. I was fortunate to go through a formal certification course with him on Psychological Safety. He was a guest on my podcast, "My Favorite Mistake." He was kind enough to write a blurb about my book, The Mistakes That Make Us: Cultivating a Culture of Learning and Innovation. Clark defines "Psychological Safety" using language that's similar to Harvard Prof. Amy Edmondson's definition. To synthesize them, Psychological Safety means a person: Feels or believes it is safe to speak "without fear of being embarrassed, marginalized, or punished in some way" in a given situation. The part in quotes is from Clark's definition. Edmondson says it's a belief that "one will not be punished or humiliated" for speaking up about things like "ideas, questions, concerns, or mistakes." --- Support this podcast: https://podcasters.spotify.com/pod/show/lean-blog-audio/support

Today, Tim and Junior kickoff a three-part series on the leadership journey: Leading yourself, leading the team, and leading the business. Today's episode is focused on leading yourself. Tim and Junior emphasize taking personal accountability and ownership of your own development. You'll hear insights on cultivating wellness, self-awareness, and a growth mindset. Tim and Junior also share their personal learning habits from consuming quality information across multiple mediums to embracing curiosity.Why LeaderFactor? (03:11) Tim shares the meaning behind LeaderFactor's name and founding. Leadership is the ultimate applied discipline, it's the factor that affects every aspect of your business.Leadership and personal accountability (06:45) Without personal accountability, nothing happens. As an inside-out discipline, the demands you make of yourself will reflect the demands you make on your business. The nature of contribution (14:21) Tim and Junior share Paul Thompson and Gene Dalton's four levels of contribution. They explain how to move through these levels as you work to better lead yourself. To do so, you must own your own development.How's your coachability? (29:14) Tim and Junior share the two things that everyone needs to improve to become better at leading themselves. The first is willingness, and the second is self-awareness.Personal learning patterns (43:34) Listen to our hosts share their learning patterns, some of the things they do personally to learn and develop their skills. Episode LinksThe Future of EQ Webinar

In this episode of Beltway Broadcast, your Metro DC Chapter of ATD hosts Timothy Clark. Timothy is an organizational anthropologist and founder/CEO of LeaderFactor. He pioneered the field of data-driven cultural transformation and ranks as a global authority in senior executive development. Timothy is the author of five books and has written more than 200 articles on leadership, culture, change, strategy, and human capital in publications such as Harvard Business Review, Forbes, and Fast Company. In this episode, Timothy defines psychological safety in the workplace, explains four stages of psychological safety, and shares practical tips on how to create an environment where employees feel included, valued, and engaged. If you'd like to learn more about Timothy, visit his company's website. Disclaimer: The views and opinions expressed by guests on this podcast are solely those of the individual speakers and do not necessarily represent or reflect the views and opinions of the Metro DC Chapter of ATD, hosts, or sponsors. For more info about the Metro DC Chapter of ATD, visit DCATD.org.  Episode Credits: Series Announcer: Julie Waters Hosts: Christina Eanes, Stephanie Hubka, and Halyna Hodges

This special year in review episode of Culture by Design features hosts Tim and Junior interviewing members of the LeaderFactor team. They get unique perspectives on psychological safety trends and insights from 2023 based on interactions with clients. Guests include Jillian (Marketing), Ryan (Technology), Kelsea (Sales), and Alex (Client Success).5 Key Moments Interest in psychological safety continues to grow exponentially based on search volume (0:04:21) Audiences want both a business case and practical guidance on implementing psychological safety (0:04:21) Individual contributors feel most vulnerable about expressing disagreement compared to managers (0:24:55) Successful organizations measure psychological safety as a baseline and track progress over time (0:37:58) Consistent effort over an appropriate time horizon is key for cultural transformation (0:58:56) Important Links LeaderFactor Psychological Safety Behavioral Guide: https://leaderfactor.com/guide LeaderFactor Complete Guide to Psychological Safety: https://leaderfactor.com/resources/complete-guide-to-psychological-safety LeaderFactor Ladder of Vulnerability: https://leaderfactor.com/ladder

In this episode of Partnering Leadership, Mahan Tavakoli talked with Dr. Timothy Clark, the founder and CEO of LeaderFactor and author of Four Stages of Psychological Safety. Dr. Clark has broken down the different stages to ensure psychological safety in teams.  Dr. Timothy Clark shares how teams can build on the understanding of each stages in order to boost psychological safety in the workplace.Some highlights:-Dr. Timothy Clark on why leaders cannot be neutral-The skills that leaders need to cultivate-Dr. Timothy Clark on his definition of psychological safety-The barriers to creating psychological safety in the workplace-Improving the learning process by disconnecting fear from failure-Dr. Timothy Clark on how leaders can ensure employee accountability-How to achieve the highest level of psychological safety by challenging and changing the status quo Also mentioned in this episode:Partnering Leadership podcast conversation with Dr. Michelle McQuaid, best-seller author (Listen to Dr. Michelle McQuaid's episode here)The Four Stages of Psychological Safety Behavioral GuideFour Stages of Psychological Safety Book Connect with Dr. Timothy Clark:LeaderFactor Official WebsiteDr. Timothy Clark on LinkedInDr. Timothy Clark on TwitterConnect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

Here at LeaderFactor, we're all about helping our clients take the theories behind psychological safety and culture and turn them into actual practice inside their organizations. Our goal is to make our content and frameworks as actual as possible, and that's what this episode is all about. We've taken some recent favorite practical moments from Tim and Junior and compiled them together. We'll have three segments from a few different episodes, each ranging from 10-15 minutes. 

How are you measuring your organization's culture? In this episode of Culture by Design, Tim and Junior are discussing just that. This is a fantastic episode for individuals who really care about being cultural architects and being practitioners in their roles, not just theorists. Tim and Junior will dive into the fundamentals of culture, the different ways we measure culture today, and what metrics give you the most actionable and practical insights on how to improve your culture. What is culture? (01:28) Culture can be segmented into material and non-material, visible and invisible parts. But at the end of the day it all comes down to how we interact. Tim and Junior explain that how you define culture influences how you attempt to measure it, which, of course, influences your dataset. How do most people measure culture? (11:01) Most organizations currently use a mix of employee surveys, focus groups, interviews, cultural audits, exit interviews, performance management tools and people analytics tools to measure what's going on in their organization. They're measuring things like employee satisfaction, engagement, teamwork, innovation, diversity, and turnover, not culture directly. Tim and Junior delve into these methods of measurement and why they are the lag measures of culture, not the lead measures. What does a healthy culture look like? (19:09) Healthy cultures are cultures of rewarded vulnerability. The health of our interaction is dependent upon how others respond to our acts of vulnerability, if they're rewarded, we're working in what's called a blue zone. But if they're punished, we end up working in a red zone.How does LeaderFactor measure culture? (27:12) At LeaderFactor, we measure psychological safety as the lead indicator of culture. If a healthy culture is a culture of rewarded vulnerability, our ability to monitor and measure red and blue zones in organizations allows us to determine the levels of inclusion, learning, contribution, and candor on any team. Important LinksThe 4 Stages Survey

In this week's episode of Culture by Design, Tim and Junior explain The Ladder of Vulnerability. We all experience vulnerability at work differently, and you have a ladder of vulnerability that's unique to you. This episode, and the online resources available to accompany it, will make it easier for you to talk about vulnerability at work. With these tools, you can change the conversation around vulnerability by providing a more practical, data-driven approach.Human interaction is a vulnerable activity. (02:25) If you're interacting with other humans, you're at risk of harm or loss. But the same exposure that brings the possibilities of rejection, ridicule, and embarrassment also brings the possibilities of connection and fulfillment. Not all vulnerability is equal. (17:01) Tim and Junior explain The Ladder of Vulnerability self-assessment, where, applying an 11-point scale, LeaderFactor surveyed over 3000 people from over 800 organizations throughout the world to measure the relative risk associated with the 20 selected behaviors.Leaders don't adequately understand vulnerability. (41:42) In order to encourage vulnerability in the workplace, leaders have to both model it and reward it with those they work with. The LIVE Model (43:25). Tim and Junior discuss the four steps to rewarding vulnerability:  Look Identify Validate Encourage Links:Take The Ladder of Vulnerability Self-AssessmentDownload the free guide

Episode page with video, transcript, and more⁠ My guest for Episode #217 of the ⁠My Favorite Mistake⁠ podcast is ⁠Dr. Timothy R. Clark⁠, an organizational anthropologist, and founder/CEO of ⁠LeaderFactor⁠, based in Salt Lake City, Utah. Tim pioneered the field of data-driven cultural transformation and ranks as a global authority in senior executive development. He earned a Ph.D. in Social Science from Oxford University as a British Research Scholar and was a Fulbright Scholar at Seoul National University in Korea. Tim is the author of five books, including his most recent, ⁠The 4 Stages of Psychological Safety⁠. I've learned so much from this book, his training class, his ⁠podcasts⁠, and more. In this episode, Tim shares his favorite mistake story about a pattern of being overtaken by emotion when making a decision. What did he do about this pattern and what did he learn about hiring people for his company? We also discuss the concept of “⁠psychological safety⁠” and what leaders need to do to create conditions where people can feel safe speaking up about mistakes, ideas for improvement, and more. I feel honored that Tim ⁠endorsed⁠ my new ⁠book⁠: ”Making mistakes is not a choice. Learning from them is. Whether we admit it or not, mistakes are the raw material of potential learning and the means by which we progress and move forward. Mark Graban's ⁠The Mistakes That Make Us⁠ is a brilliant treatment of this topic that helps us frame mistakes properly, detach them from fear, and see them as expectations, not exceptions. This book's ultimate contribution is helping us realize that creating a culture of productive mistake-making accelerates learning, confidence, and success.” Questions and Topics: Instead of the question I normally start with… how do you define “psychological safety”? How would you explain “vulnerable acts”? Why is it so much more helpful for leaders to MODEL behaviors?? You can't just demand that people “should” speak up in the hierarchy (healthcare or otherwise)?? Why is the safety to learn from mistakes required for innovation to thrive? Please ⁠follow⁠, rate, and review via ⁠Apple Podcasts⁠, Podchaser, or your favorite app — that helps others find this content, and you'll be sure to get future episodes as they are released weekly. You can also financially support⁠ the show through Spotify⁠. You can now ⁠sign up to get new episodes via email⁠, to make sure you don't miss an episode. This podcast is part of the ⁠Lean Communicators network⁠.

The following is a conversation between Timothy Clark, Founder and CEO of LeaderFactor, and Denver Frederick, the Host of The Business of Giving. If there was a guide, a playbook that showed you how you could build psychological safety in your organization, create an environment where your employees felt included, fully engaged, and were encouraged to contribute their best efforts and ideas, would you be interested in learning more about it? Well, you're about to from Dr. Timothy Clark, founder and CEO of LeaderFactor and the author of the bestselling book, The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Welcome to the Business of Giving, Tim.

In this episode, Dr. Timothy R. Clark, Founder and CEO of LeaderFactor, and international authority in the fields of psychological safety and innovation, large-scale change & transformation, and senior leadership development, explores the stages of psychological safety in an organization and its relationship to vulnerability. Dr. Clark is the author of five books, including his new best-seller, The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. 

In this week's episode Tim and Junior take a step back from the four-part series on The 4 Stages of Psychological Safety to give listeners a broad overview of psychological safety as a concept, from the history, to the framework, to the patterns and norms of culture as a whole. The content for this episode is based on the debut of The Complete Guide to Psychological Safety, LeaderFactor's newest ebook available now.

In this episode, executive coach Wendy Willard talks about psychological safety as a culture of rewarded vulnerability. She outlined the four stages of psychological safety—inclusion safety, learner safety, contributor safety, and challenger safety—using LeaderFactor's framework. https://strengthsencourager.com/ https://www.leaderfactor.com

Introduction This episode is a recording of a previous event “The Ladder of Vulnerability” you can find the full video at https://youtu.be/RugFkYK-FxoIf psychological safety is a culture of rewarded vulnerability, the most practical way to increase psychological safety is to model acts of vulnerability yourself and reward the vulnerable acts of others.But not all acts of vulnerability are created equal. What you perceive as a low-risk act of vulnerability might be high-risk for someone else. We call this the Ladder of Vulnerability. You have a ladder that is unique to you: it comes from your environment, your role, socialization and education, your confidence, and the way people treat you. In this live virtual event, Timothy R. Clark was joined by panelists Rafael Ramos from Coca-Cola FEMSA, Chantal le Roux from Amazon Web Services, Zaineb Haider from Cigna, and Tracey Walker from RSM. Together they discuss their own personal ladders of vulnerability based on the LeaderFactor vulnerability self-assessment. As a participant, you'll also have the opportunity to take the Ladder of Vulnerability self-assessment at https://www.leaderfactor.com/events/ladder-of-vulnerability-self-assessmentWhat is Psychological Safety (2:47) Psychological safety can be defined in five words “a culture of rewarded vulnerability”. Human interaction is a vulnerable activity. The question is what are we going to do about that? Are we going to reward the vulnerability of others? What are Some Common Acts of Vulnerability? (4:15)When we say that we are being vulnerable it translates into specific behaviors. The live attendees shared a few examples of common acts of vulnerability including:-Stating that you disagree-Admitting you don't know something-Sharing mistakes-A handshake-Meeting new people-Providing feedback-Being in a minority group-Sharing something personal-Challenging someone who has more authority than you. The 4 Stages of Psychological Safety™ Framework (7:15)Psychological safety is a combination of respect and permission. It includes four stages that social groups of all kinds progress through. Inclusion is the first human need that we need to satisfy. Each stage represents a higher level of vulnerability.  Inclusion Safety Learner Safety Contributor Safety Challenger Safety The Ladder of Vulnerability Self-Assessment (11:35)All participants are invited to take a 20 question self-assessment.  https://www.leaderfactor.com/events/ladder-of-vulnerability-self-assessmentMeet our Panelists (13:10)Chantal le RouxInclusion, Diversity & Equity Program Manager for Amazon Web Services Chantal le Roux is an Inclusion, Diversity and Equity Programme Manager for Amazon Web Services. She has a background in transpersonal psychology and special needs education. Her work focuses on supporting people in recognizing and reaching their potential.Rafael RamosChief Supply Chain and Engineering Officer for Coca-Cola FEMSA.Mr. Ramos joined Coca-Cola FEMSA in 1999 and was appointed to his current position in 2018. With over 31 years of experience in the beverage industry, he previously served in several senior management positions, including Manufacturing Director for Southeast Mexico, Manufacturing and Logistics Director, Supply Chain Director for Mexico and Central America, and Supply Chain Director of FEMSA Comercio. Tracey Walker National Leader of Culture, Diversity and Inclusion for RSMAs principal within the $3B RSM enterprise, Tracey Walker serves as National Leader of Culture Diversity and Inclusion (CDI). She designs RSM's national diversity, equity and inclusion programming, policy and enterprise-wide strategy, creating a culture of inclusion for the 15,000 domestic employees across 90 offices in the US and Canada. She also supports the cultural effectiveness efforts of RSM International. Zaineb HaiderSenior Diversity, Equity & Inclusion Advisor at CignaZaineb Haider is the Senior Advisor for Diversity, Equity & Inclusion at Cigna. Zaineb designs and leads Inclusive Leadership Enablement across the Cigna Enterprise. Zaineb's experience is in DEI organizational assessments, strategy design and implementation, cultural intelligence and DEI facilitation. Prior to joining Cigna, Zaineb was a Senior Consultant with Ivy Planning Group providing DEI consulting and training services to leading Fortune 500 corporations, Tracey Walker Ladder of Vulnerability Insights (17:29)Tracey shares her insights on the top three most vulnerable items and her bottom three items in her self assessment. Rafael Ramos Ladder of Vulnerability Insights (20:54)Rafael shares his insights on the top three most vulnerable items and his bottom three items in her self assessment. Zaineb Haider Ladder of Vulnerability Insights (24:51)Zaineb shares her insights on the top three most vulnerable items and her bottom three items in her self assessment. Chantal le Roux Ladder of Vulnerability Insights (28:33)Chantal shares her insights on the top three most vulnerable items and her bottom three items in her self assessment. Panelists Group Discussion and Insights (31:33)Question (31:33): Let's assume we are taking this assessment as a team and now we are aware of each other's ladders of vulnerability. What would you do differently? How would this help you in everyday work life?Question (37:28) How has the culture (geographically and socialization) of which you are apart influenced your ladder?Question (42:15) How do we reconcile the need to fit in with the need to be ourselves?Closing Remarks (48:02)Cultures of rewarded vulnerability are cultures with high psychological safety. To improve psychological safety in your organization is to model acts of vulnerability yourself and reward the vulnerable acts of others. The 4 Stages Improve platform will help you uncover your team members' areas of greatest vulnerability and then help you reward that vulnerability through data-driven action plans.https://www.leaderfactor.com/improve-psychological-safety

In this episode of Partnering Leadership, Mahan Tavakoli talked with Dr. Timothy Clark, the founder and CEO of LeaderFactor and author of Four Stages of Psychological Safety. Dr. Clark has broken down the different stages to ensure psychological safety in teams.  Dr. Timothy Clark shares how teams can build on the understanding of each stages in order to boost psychological safety in the workplace.Some highlights:-Dr. Timothy Clark on why leaders cannot be neutral-The skills that leaders need to cultivate-Dr. Timothy Clark on his definition of psychological safety-The barriers to creating psychological safety in the workplace-Improving the learning process by disconnecting fear from failure-Dr. Timothy Clark on how leaders can ensure employee accountability-How to achieve the highest level of psychological safety by challenging and changing the status quo Also mentioned in this episode:Partnering Leadership podcast conversation with Dr. Michelle McQuaid, best-seller author (Listen to Dr. Michelle McQuaid's episode here)The Four Stages of Psychological Safety Behavioral GuideFour Stages of Psychological Safety Book Connect with Dr. Timothy Clark:LeaderFactor Official WebsiteDr. Timothy Clark on LinkedInDr. Timothy Clark on Twitter Connect with Mahan Tavakoli:MahanTavakoli.com More information and resources available at the Partnering Leadership Podcast website: PartneringLeadership.com

Welcome to uBuntuSpeaks Conversations Spoken in the Dark Podcast with your host Hermence Matsotsa, MPH, Ed. (She, Her, Hers) Today's podcast, Do Your Employees feel Psychologically Safe? kicks off our Leadership and Workforce Development series where we will be having in-depth conversations with our guests about our mental, emotional, and spiritual needs around our jobs. Yes, the conversations we have with ourselves often keep us up at night. Together we will define what psychological safety in the workplace truly is, share our own experiences working in psychologically unsafe environments, and how we help corporations and organizations create psychologically safe environments for their employees. Guest Expert Debra Enloe (She, Her, Hers) - President & CEO of Genuine Compass, Certified Psychological Safety Facilitator and Trainer from LeaderFactor and Certified Diversity Coach through CoachDiversity Institute. Prior to launching Genuine Compass, Debra spent more than 25 years in a variety of roles that spanned from entry-level to global executive leader within organizations whose size ranged from 15 to 160,000 employees. This experience has fostered the importance of leading with empathy for Debra. She authentically seeks to understand what is at the root and strives to remain neutral when listening. She will provide critical subject matter expertise and draw upon skills acquired through leading a global team, change management, coaching, consulting, facilitation, curriculum design, training documentation, evaluation development, and strategic communications to formulate and execute strategies in support of the larger culture effort. She coaches any role within an organization to be able to have difficult conversations to ensure continuity in culture change. Email: debra.enloe@genuinecompass.com Phone: 612-201-6565 Social Media Link: LinkedIn --- Send in a voice message: https://anchor.fm/convoindark-ubuntuspeaks/message

Psychological safety is the great enabler, says Dr. Timothy Clark, founder and CEO of LeaderFactor. In this episode of the Product Momentum Podcast, Tim joins Sean to give us a behind-the-scenes look at his 4 Stages of Psychological Safety and explain why it's the foundation of all high-performing teams. Product leaders are vital to building … The post 78 / Psychological Safety Inspires Innovation appeared first on ITX Corp..

Timothy Clark is an expert on psychological safety in the workplace. He is recognized as a global authority in the fields of senior executive development, strategy acceleration, and organizational change. He is also the author of five books, including The Four Stages of Psychological Safety, a wonderful, hands-on guide that shows us how we can build psychological safety in our teams and organizations. Tune in for actionable insight on how to build the foundations for a healthy culture.  To join the CultureBrained Community, go to tiny.one/culturebrained

Today I am interviewing Timothy Clark who is the founder and CEO of LeaderFactor.   Timothy shares how it is important to create a psychological safe environment to enable your people to flourish and ultimate help the organisation thrive. Timothy defines psychological safety as 'an environment of rewarded vulnerability', when our vulnerability is rewarded, we engage, contribute meaningfully, and enter an offensive mode of performance. We give of our discretionary effort and spend our time creating value. He then goes on to share the four stages of creating a psychological safe organisation. These stages are, stage 1: Inclusion safety, stage 2: Learner safety, stage 3: Contributor safety and stage 4: Challenger safety. We also discussed the impact of the pandemic in that it is liquefying the status quo and creating opportunities for culture transformation if embraced.   Watch the full interview on YouTube: https://www.youtube.com/watch?v=I9yP3F7pp4Q   Connect with Timothy: LinkedIn: https://www.linkedin.com/in/timothyrclark/ Website: http://leaderfactor.com/ Email: tclark@leaderfactor.com Twitter: https://twitter.com/timothyrclark   If you want support in helping your organisation thrive, do get in contact with me: https://www.julianrobertsconsulting.com

On this podcast we explore how leaders can foster an environment of “psychological safety” (AKA one that rewards vulnerability). Our esteemed guest is Timothy Clark: Founder/CEO of LeaderFactor in SLC; Global authority in the fields of Snr exec dev., strategy acceleration, and org change; and author of 150 articles (on leadership, change, strategy, culture, and empl engagement) as well as 5 books, including The 4 Stages of Psychological Safety: Defining the path to inclusion and innovation.

In this episode of Partnering Leadership, Mahan Tavakoli talked with Dr. Timothy Clark, the founder and CEO of LeaderFactor and author of Four Stages of Psychological Safety. Dr. Clark has broken down the different stages to ensure psychological safety in teams.  Dr. Timothy Clark shares how teams can build on the understanding of each stages in order to boost psychological safety in the workplace.Some highlights:-Dr. Timothy Clark on why leaders cannot be neutral-The skills that leaders need to cultivate-Dr. Timothy Clark on his definition of psychological safety-The barriers to creating psychological safety in the workplace-Improving the learning process by disconnecting fear from failure-Dr. Timothy Clark on how leaders can ensure employee accountability-How to achieve the highest level of psychological safety by challenging and changing the status quo Also mentioned in this episode:Partnering Leadership podcast conversation with Dr. Michelle McQuaid, best-seller author (Listen to Dr. Michelle McQuaid's episode here)The Four Stages of Psychological Safety Behavioral GuideFour Stages of Psychological Safety Book Connect with Dr. Timothy Clark:LeaderFactor Official WebsiteDr. Timothy Clark on LinkedInDr. Timothy Clark on Twitter Connect with Mahan Tavakoli:MahanTavakoli.com More information and resources available at the Partnering Leadership Podcast website: PartneringLeadership.com

Clint concludes his conversation with Dr. Timothy R. Clark, the founder of LeaderFactor. Dr. Clark works with leading organizations across industry, and advises a number executive teams on large-scale change and transformation, building cultures that innovate, high potential programs, and succession planning. In part two, Tim discusses why it's courageous to be vulnerable, why we need to appreciate and protect each other's differences, the importance of rewarding the effort not the answer, and why you should behave until you believe.

This week, Clint has a conversation with researcher, author and speaker Dr. Timothy R. Clark, the founder of LeaderFactor. In part one, Tim shares how leaders can build psychological safety in their organizations by creating an environment of rewarded vulnerability, why Google's Project Aristotle is one of the most important team performance studies over the past decade, why half of employees will reduce their productivity when psychological safety is low, and how he defines respect.

Tim is the founder and CEO of “LeaderFactor” and is based in Salt Lake City, Utah. Tim ranks as a global authority in the fields of senior executive development, strategy acceleration, and organizational change. He is the author of five books. Epic Change: How to Lead Change in the Global Age (John Wiley/Jossey-Bass), which CEO Leadership Bones (Bradmore Road Press 2009), The Employee Engagement Mindset (McGraw-Hill 2012), Leading with Character, Competence (Berrett Koehler 2016), and The 4 Stages of Psychological Safety (Berrett Koehler 2020).   Tim has written more than 150 articles on leadership, change, strategy, human capital, culture, and employee engagement in publications such as Harvard Business Review, Forbes, and Fast Company. He is a highly sought-after advisor, coach, and facilitator to CEOs.   Dr. Clark earned a doctorate degree in Social Science from Oxford University and was both a Fulbright and British Research Scholar. He also earned a master's degree in Government and Economics from the University of Utah. As an undergraduate at Brigham Young University, he was named a first-team Academic All-American football player where he completed a triple degree cum laude.   Connect with us! WEBSITES: Speaking: https://www.cbbowman.com/ Coaching Association: https://www.acec-association.org/ Workplace Equity & Equality: https://www.wee-consulting.org/ Institute/ Certification: https://www.meeco-institute.org/   SOCIAL MEDIA: LinkedIn: https://www.linkedin.com/in/cbbowman/ Twitter: https://twitter.com/execcoaches Facebook: https://www.facebook.com/CB.BowmanMBA/

Dr. Timothy Clark discusses the specific benefits and behaviors associated with high-performing, psychologically safe teams. — YOU'LL LEARN — 1) How to combat the culture of fear 2) Why to encourage intellectual friction 3) Tips that boost your credibility at work Subscribe or visit AwesomeAtYourJob.com/ep635 for clickable versions of the links below. — ABOUT TIM — Tim is founder and CEO of LeaderFactor and is based in Salt Lake City, Utah. Tim ranks as a global authority in the fields of senior executive development, strategy acceleration, and organizational change. He is the author of five books and more than 150 articles on leadership, change, strategy, human capital, culture, and employee engagement. He is a highly sought-after advisor, coach, and facilitator to CEOs and senior leadership teams. He has worked with leading organizations around the world. • Book: The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation • Guide: Behavioral Guide • LinkedIn: Timothy R. Clark • Twitter: @timothyrclark • Website: LeaderFactor.com — RESOURCES MENTIONED IN THE SHOW — • Book: The Effective Executive: The Definitive Guide to Getting the Right Things Done by Peter Drucker — THANK YOU SPONSORS! — • MunkPack. Save 20% on delicious, keto-friendly snacks at Munkpack.com with the promo code AWESOME. • NordVPN. Get a nice discount and a free month with your 2-year plan at NordVPN.com/awesomeatyourjob with the code AWESOMEATYOURJOB • Pitney Bowes. Simplify your shipping while saving money. Get a free 30-day trial and 10-lb shipping scale at pb.com/AWESOME. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How does any organization invite the true, full participation of its members? In his new book The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation (Berrett-Koehler, 2020), Timothy Clark explains. Clark is the founder and CEO of LeaderFactor, and ranks as a global authority on senior executive development, strategy acceleration and organizational change. He's the author of five book, and over 150 articles. Clark earned a doctorate degree in Social Science from Oxford University. Topics covered in this episode include: Why showing respect and granting permission are the keys to unlocking potential. What lies beneath stunning statics like, only 36% of business professional believe their companies foster an inclusive culture, and only one-third of workers believe their opinions count; whereas, 50% of workers report being treated rudely at work at least once a week. How a leader's “tell-to-ask” ratio relates to whether that person suffers from the narcissism that limits the effectiveness of so many leaders Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.   Learn more about your ad choices. Visit megaphone.fm/adchoices

How does any organization invite the true, full participation of its members? In his new book The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation (Berrett-Koehler, 2020), Timothy Clark explains. Clark is the founder and CEO of LeaderFactor, and ranks as a global authority on senior executive development, strategy acceleration and organizational change. He's the author of five book, and over 150 articles. Clark earned a doctorate degree in Social Science from Oxford University. Topics covered in this episode include: Why showing respect and granting permission are the keys to unlocking potential. What lies beneath stunning statics like, only 36% of business professional believe their companies foster an inclusive culture, and only one-third of workers believe their opinions count; whereas, 50% of workers report being treated rudely at work at least once a week. How a leader's “tell-to-ask” ratio relates to whether that person suffers from the narcissism that limits the effectiveness of so many leaders Dan Hill, PhD, is the author of eight books and leads Sensory Logic, Inc. (https://www.sensorylogic.com). To check out his “Faces of the Week” blog, visit https://emotionswizard.com.   Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/psychology

Dr. Timothy Clark is the Founder and CEO of LeaderFactor, a leadership consulting and training organization headquartered near Salt Lake City, Utah. He is an international authority in the fields of senior executive development, strategy acceleration, and organizational change. Dr. Clark earned a triple degree, as an All-American football player at Brigham Young University, he completed his doctorate in social science at Oxford, and was both a Fulbright and British Research Scholar. Dr. Clark is the author of five books on leadership, including his newest release, “The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation.” In this AMAZING interview we cover the following: 01:11 Psychological Safety02:15 The 4 Stages of Psychological Safety05:11 Where The 4 Stages came from06:00 The 4 Stages, Maslow, and other Needs-Based Psychological Models07:25 Corporate Cautionary Tales – Companies that died…and why08:25 How leaders can kill an organization09:45 “The Fear Button” and what it does to an organization10:45 “The Lubricating Oil of Collaboration”, The key to remaining competitive11:14 Psychological Safety at scale and How to change culture in an organization14:59 A positive example of superb corporate culture16:22 “Project Aristotle” – What Google learned by studying 180 of their teams for 2 years19:42 The best leaders in the world do this…21:28 “Bowling lanes and Gutters”23:00 The normalization of exploitation24:09 How Millenials are transforming the workplace25:06 The two forces driving the need for Psychological Safety26:56 The limitations of Diversity, Equity, and Inclusion efforts28:47 The perfect leader35:58 The 4 Stages of Psychological Safety at home in the family36:41 The goal of Parenthood38:46 What The 4 Stages of Psychological Safety looks like in the family39:35 Every 26 seconds…40:12 The two aspects of the learning process41:00 The value of teaching children about work ethic41:49 Challenger Safety and the balance in raising Teenagers44:20 The 4 Stages applied to our current times and environment49:27 Tim's advice regarding Leadership and Influence51:10 One of Tim's greatest lessons learned52:06 Tim’s definition of success53:05 Tim's parting thought about leadership CONCEPTS AND RESOURCES MENTIONED Maslow's Hierarchy of Needs Psychologist, Carl Rogers Herbert SimonThe 5 Principles of the Mars Corporation “Project Aristotle” and the 5 Success Characteristics Resources at LeaderFactor.com Tim's Latest Article on Forbes – How to Choose the Right Executive To connect with Tim Clark: https://www.leaderfactor.com/LinkedIn: https://www.linkedin.com/in/timothyrclarkTwitter: @timothyrclark --- Send in a voice message: https://anchor.fm/markbotros/message

Psychological safety in today's workplaces has been garnering a lot of attention as leaders and organizations look for ways to boost productivity and retention in their workplace. But is our understanding of this concept too narrow? Are we missing out on real opportunities to not just fuel engagement and collaboration, but innovation and untapped growth opportunities? That's some of the areas I'll be exploring with my guest Dr. Timothy Clark in this episode of Leadership Biz Cafe. Tim is the founder and CEO of LeaderFactor, a consulting firm that specializes in organizational change, strategic agility, psychological safety, and emotional intelligence. In addition to attaining his PhD in social science from Oxford University, Tim is a two-time CEO and he has written five books, including his latest, “The Four Stages Of Psychological Safety: Defining the Path to Inclusion and Innovation”, which is what Tim and I discuss in this episode. Over the course of our conversation, Tim and I discuss: What psychological safety really is and the far-reaching implications it has on an organization's capacity to grow, innovate, and remain competitive in today's global environment. What social movements like #MeToo and Black Lives Matter reveal about the ongoing gaps and failures found in organizations and communities in terms of creating psychologically safe environments that maximize talent access and development. How psychological safety improves employee learning and development by reducing fear which pushes employees into “a defensive mode of performance”. How leaders approach delegation – and with it, the level of accountability they engender – are tied to a stage of psychological safety that is not a right, but something that needs to be earned. How leaders can ensure they're creating that psychologically safe workplace where employees can be genuine change agents who fuel organizational innovation, instead of simply towing the status quo. If you enjoy this or past episodes of my leadership podcast, I'd appreciate your support for this show by sharing it with your colleagues and others who would also enjoy listening to my podcast. The easiest way to do this is to simply share with them our podcast page on my website. On our podcast page, you can listen to every episode of my show, as well as find links to subscribe to listen to my podcast on iHeartRadio, Spotify, Apple Podcasts, Google Podcasts, and more. https://open.spotify.com/episode/0FrZREcYiKUwso4tu965Ff?si=983fa51ee36647a3 Noteworthy Links: Buy Timothy Clark's Book "The Four Stages of Psychological Safety" on Amazon (or Amazon.ca for Canadian listeners). Learn more about Timothy's work - Leaderfactor.com Creating A Workplace Environment Where Employees Matter Building Emotional Competencies In Our Leadership Leaders, It's Time To Make Work Meaningful Again

In this episode, I speak with Dr. Timothy R. Clark of LeaderFactor. We discuss his new book, The 4 Stages of Psychological Safety. --- Send in a voice message: https://anchor.fm/tboc/message Support this podcast: https://anchor.fm/tboc/support