Podcast appearances and mentions of timothy clark

Murph is joined by Timothy Clark & Ben Vernel to discuss Season 1's Bart the General

Psychological safety is the secret ingredient of the most successful teams. It's what allows people to speak up, take risks, challenge ideas, and truly contribute—without fear of judgment or punishment.In this episode, Greg Shamie and I dive deep into what psychological safety is, why it's essential for workplace success, and how it impacts performance, trust, and innovation. If you've ever wondered how to create a culture where your team thrives, this episode is for you.

Murph is joined by Katherine Allan, Timothy Clark & Claire Hagan to discuss Season 5's Sweet Seymour Skinner's Baadasssss Song

Crime Scene Investigation? More like Combs Steals It (Every Scene He's In!!)*  Me and Timothy Clark look (at his request, for some reason) at the oddly gory "Jackpot", S4/E6 of CSI (2003). [Stefon voice] This episode has everything: dogs, Dad rock, sassy diner waitresses, lunkheads...and stick around for Clarky's meticulous analysis of CSI and adjacent franchises!  *I'm very tired   Follow the podcast: Twitter: @reanimatespod Instagram: @reanimatespod YouTube: @re-animatespodcast Tumblr: /reanimatespodcast Support the podcast: ko-fi.com/lisadib

Murph is joined by Timothy Clark, Roland Hoffmann & Ben Vernel to count down the rankings for all the episodes that have been rated and reviewed on the pod so far.

Murph is joined by Katherine Allan,  Lucy Caruana, Rob Caruana, Timothy Clark, Donna Collins, Lisa Dib, Roland Hoffmann, Sonia Di Iorio, Martin Dunlop, Chris Heaslip, Adrian Pelly, Nick Quon, Claire Sullivan, Caity Tracey & Jeremy Webb to discuss Season 8's You Only Move Twice

As per Timothy Clark the author of the 4 stages of Psychological Safety talks about inclusion safety, learner safety, contributor safety and challenger safety. We will go over that today You can watch the Video version of this podcast on the YouTube Channel: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Agile Malayali YouTube Channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Other Podcasts ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Pahayan Media Malayalam Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Penpositive Outclass English Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Vayanalokam Malayalam Book Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠

Murph is joined by Timothy Clark and Matthew Vasquez to discuss Season 5's Homer Loves Flanders

"Psychological safety is a culture of rewarded vulnerability."   Following Episode 28, when Claire spoke with Helen Pattison from War Child, Timothy Clark discusses the concept of psychological safety and its importance in organisations. He explains that psychological safety is a culture of rewarded vulnerability, where individuals feel safe to speak up and share without fear. Clark emphasises the role of leaders in creating psychological safety and the need for genuine emotional labour in coaching relationships.   Psychological safety is a culture of rewarded vulnerability where individuals feel safe to speak up and share without fear. Leaders have a responsibility to create psychological safety in their teams and organisations. Coaches have a first mover obligation to model vulnerability and create an environment that rewards vulnerability. Genuine emotional labour is required in coaching relationships to facilitate self-discovery and enable individuals to self-correct.   Resources: The Four Stages of Psychological Safety.    Contact Timothy Clarke through Linked In  If you like this episode, subscribe or follow The Coaching Inn on your podcast platform to hear new episodes as they drop.  And you can watch this episode, with subtitles on our YouTube Channel   Coming Up:  Next:  Open Table: Coaching, Distress and Mental Health    Keywords psychological safety, vulnerability, culture, leadership, coaching, emotional labour

Yee-haw! Back post-CombsFest with a ripper ep featuring Tim Clark, covering "Lady Smoke", an episode of the 1987 buddy (?) cop show Houston Knights. It's your classic Chicago-cop-gets-transferred-to-Houston-to-protect-him-from-a-mob-hit situation, featuring more actors from Streets of Fire than you expect, and a lot of dodgy police behaviour (shocking). Look out for more Jeff Sassy Walk.     Follow the podcast: Twitter/Instagram: @reanimatespod Tumblr: /reanimatespodcast YouTube: @re-animatespodcast

In our latest brew Jonathan Hunsley and Nicole Alderton are joined by Michelle Shakesheff and Tim Clark of Close Bros to share their thoughts on getting started in a BA career. They share insights on the different modes of learning available to build the professional toolkit, the importance of mentoring and stepping out of your comfort zone to take on new challenges. Handily, they also delve into the sources and benefits of ongoing self-development. With so many structured routes into business analysis, including the BA apprenticeship, perhaps gone are the days of simply drifting into the BA career. #businessanalysis #ba #businessanalysis #growthmindset #mentor #apprenticeships

Murph is joined by Lucy Caruana, Rob Caruana and Timothy Clark to discuss Season 9's Bart Carny

Get tickets to Tim's MICF show here: https://www.comedyfestival.com.au/2024/shows/legal-thrillerSign up to our newsletter here. Join our facebook group here or join our Discord here.You can physically send us stuff to PO BOX 7127, Reservoir East, Victoria, 3073.Want to help support the show?Sanspants+ | Shop | TeesWant to get in contact with us?Email | Twitter | Website | Facebook | RedditOr individually at;Hayden | CassRecorded and produced on Wurundjeri land, we respectfully acknowledge the Wurundjeri People of the Kulin Nation, pay our respect to their Elders past and present, and recognise that sovereignty was never ceded. Hosted on Acast. See acast.com/privacy for more information.

SHOW NOTES: In This week's Mind ReMapping Moment, we delve into the topic of What Most People Miss About The Importance of Psychological Safety. Dr. Maiysha discusses the four stages of psychological safety outlined by Dr. Timothy Clark: feeling safe to be included, safe to learn, safe to contribute, and safe to challenge. Starting with the importance of feeling included, she explores the impact of inclusivity in personal and professional settings, shedding light on the initial guardedness that diminishes when one feels included. Moving on to the need for a safe space to learn, Dr. Maiysha examines the importance of making mistakes and learning through trial and error. She discusses the adverse effects of criticism and perfectionism on our ability to learn and grow. Exploring the connection between feeling safe to contribute and fostering creativity, she delves into how constant criticism and negativity can suppress one's ability to contribute meaningfully. Dr. Maiysha highlights the broader impact of psychological safety on mental health, job satisfaction, and overall engagement within organizations. Additionally, she discusses the vital link between feeling safe to contribute and the willingness to challenge the status quo, emphasizing the role of psychological safety in promoting growth and creativity. Dr. Maiysha stresses the responsibility of leaders to set the tone for psychological safety in organizations, communities, and households. She discusses how leaders play a crucial role in shaping the culture and influencing the psychological safety of those around them. Encouraging listeners to assess their environments, she provides practical advice on changing communities or initiating conversations around psychological safety. Dr. Maiysha explores the often-overlooked aspects of non-verbal communication and how they contribute to creating a psychologically safe space. In conclusion, she wraps up the episode by reiterating the holistic nature of psychological safety, extending beyond a mere buzzword. Dr. Maiysha encourages you to reflect on your own experiences and actively cultivate safety in your respective spaces. Follow Dr. Maiysha on Social media  www.facebook.com/DrMaiysha  www.instagram.com/DrMaiysha  www.twitter.com/DrMaiysha  www.YouTube.com/DrMaiysha Hosted by: Dr. Maiysha Clairborne Ready for the next level in your life? Join the Movement! Become a part of the Mind ReMapping Nation, an exclusive community that empowers your growth & accountability. Go to www.MindReMappingNation.com Interested to learn Mind ReMapping? Have you thought about becoming a coach? You can! Attend our next Mind ReMapping LIVE Training in Atlanta, and learn the tools to remap your mind in this transformational NLP/Hypnosis and Coach Certification training. Visit www.mindremappingacademy.com or schedule an interest call at www.remapmymind.today --- Send in a voice message: https://podcasters.spotify.com/pod/show/remapyourmind/message Support this podcast: https://podcasters.spotify.com/pod/show/remapyourmind/support

To close out the year and celebrate 75 episodes, Murph has organised a special quiz to find out who the biggest Simpsons dork is out of regular guests Katherine Allan, Timothy Clark and Donna Collins

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

SHOW NOTES: In this week's Mind ReMapping Moment, we talk about how the way in which we listen can cultivate or destroy psychological safety. Recently, I've been diving deep into the realm of psychological safety, exploring a space where the freedom to express, make mistakes, challenge, and feel included converges, as Dr. Timothy Clark outlines. Today, I want to shift the focus to how our listening habits can either nurture or erode the sense of safety in our relationships. As we explore the creation of psychological safety, it's essential to acknowledge that emotional safety is also a key component. I'm eager to discuss how our listening techniques play a pivotal role in this process. Typically, we listen with the intent to respond, judging and assessing, which can lead us to be mentally absent during a conversation. Even when we appear engaged externally, our internal filters can be detected, influencing the speaker's perception of our attentiveness. One crucial aspect is nonverbal communication, where our body language, facial expressions, and eye movements subtly convey our level of presence. In my coaching trainings, I conduct an exercise to demonstrate how intentionally breaking rapport during a conversation can significantly impact the speaker, even in a controlled environment. This highlights the power of nonverbal cues in either opening or shutting down a conversation. Interrupting is another common behavior that can make individuals feel unheard and unimportant. Additionally, listening through our own judgmental filters rather than understanding the deeper commitment behind the communication can hinder constructive dialogue. Actively listening for the speaker's commitment and intention can lead to responses that foster understanding and appreciation. Moving beyond personal relationships, effective listening has broader implications for organizational leadership. In large groups with varied power dynamics, feeling unheard or invalidated can stifle creativity and collaboration. The way feedback is provided, decisions are made, and biases are communicated all contribute to either opening or closing channels of expression within an organization. Follow Dr. Maiysha on social media  www.facebook.com/DrMaiysha  www.instagram.com/DrMaiysha  www.twitter.com/DrMaiysha  www.YouTube.com/DrMaiysha  Hosted by: Dr. Maiysha Clairborne Check out my TEDx talk https://youtu.be/iOboT5uRhXU Ready for the next level in your life? Join the Movement! Become a part of the Mind ReMapping Nation, an exclusive community that empowers your growth & accountability. Go to www.MindReMappingNation.com Interested to learn Mind ReMapping? Have you thought about becoming a coach? You can! Attend our next Mind ReMapping LIVE Training in Atlanta, and learn the tools to remap your mind in this transformational NLP/Hypnosis and Coach Certification training. Visit www.mindremappingacademy.com or schedule an interest call at www.remapmymind.today --- Send in a voice message: https://podcasters.spotify.com/pod/show/remapyourmind/message Support this podcast: https://podcasters.spotify.com/pod/show/remapyourmind/support

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

Murph is joined by Timothy Clark and Jeremy Webb to chat about Season 6's Treehouse of Horror V 

As a leader, you impact your team's psychiological safety either positively or negatively in everything you do. In this episode we discuss some questions, written by Timothy Clark, that you should be periodically asking yourself.Link to questions by Timothy Clark: https://imgur.com/a/yAmjTPrSend us a message on Community! (213) 444-5381Patreon Account: https://www.patreon.com/user?u=22174142This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/4805674/advertisement

Murph is joined by Timothy Clark and Roland Hoffmann to chat about the Season 8 episode The Simpsons Spin-Off Showcase  

Episode 69 of Mixtaping Identity with comedian Timothy Clark.In this episode, Shane and Tim talk about going nowhere fast, Janet Jackson, breaking karaoke, Charlie last name Wilson, Chimp Cop, and remembering the wrong names.PlaylistSupport for Timothy :TwitterInstagramSupport for Mixtaping Identity:Buy me a Ko-FiInstagramLinktree Hosted on Acast. See acast.com/privacy for more information.

Yasser Tamer discusses ways of being intentionally inclusive on episode 477 of the Teaching in Higher Ed podcast. Quotes from the episode Students are not actually advised to memorize or even to learn a theory by heart, but they are advised to reflect. -Yasser Tamer Do whatever you are interested in. -Yasser Tamer Let students choose their own pathway. -Yasser Tamer It is equitable, but let's make it more accessible. -Yasser Tamer Resources Cultivating Compassionate Community to Foster Academic Integrity? (with @YasserTammer), by Maha Bali Video: MYFest22 Syllabus Accessibility Jam with Alexandra Gazis and Yasser Tamer Video: The Experience of a Visually Impaired Student Yasser Tamer, The American University in Cairo, Egypt Business Model You: The One-Page Way to Reinvent Your Work at Any Stage, by Bruce Hazen, Timothy Clark, Alexander Osterwalder, Yves Pigneur, + Alan Smith* The 7 Habits of Highly Effective People, by Stephen Covey* Soliya Intentionally Equitable Hospitality series through Equity Unbound Write Good ALT text Syllabus as Manifesto: A Critical Approach to Classroom Culture, by Adam Heidebrink-Bruno

You can contact Women Talking About Learning through our website, womentalkingaboutlearning.com We're on Twitter @WTAL_Podcast You can buy us a coffee to support Women Talking About Learning via Ko-Fi. Or you can email us via hello@llarn.com   Guests: Our first guest is Dolores (Henry) Gaut, MBA. Dolores is a Training Specialist at Cognizant. She has over 17 years of experience in training, facilitation, learner psychology, and leadership development, spanning several industries, including event planning, facility management, customer service, healthcare, marketing, and higher education administration. As a self-described nerd, she is passionate about learning, is committed to sharing knowledge, and gets energized when utilizing a company's culture to help individuals align their personal passions with the company's purpose and mission. In her spare time, she takes part in many of her mild obsessions, including learning as much trivia as possible, collecting more books than she'll ever read (but reading them anyway), nail art, Disney, musical theatre, movies (especially Marvel), and anything Scottish. Her biggest inspirations for her work are Adam Grant, Brené Brown, James Clear, and Priya Parker. https://www.linkedin.com/in/dolores-gaut-mba/    Henriette Kloots is an Organisational psychologist and Sr. Learning & Development consultant. After spending years on both the vendor and corporate side of L&D, she started her own company in 2015. Pink Coat, a statement towards an industry full of grey suits, has grown to be a steady L&D consultancy firm with a focus on L&D strategy and developing the profession itself. Pink Coat is based in the Netherlands, but operates internationally. Henriette is a very energetic professional with a lot of passion for the industry and she is, like she says herself, “here to challenge” https://www.linkedin.com/in/henriette-kloots-b245088/ https://www.pinkcoat.nl/?lang=en   Episode Links: A checklist for a successful consultant onboarding Student Orientation Priya Parker Help new starters settle into their new workplace Onboarding & Training Is Not One Size Fits All: 4 Ways To Make It Personal New Employee Onboarding Programs and Person Organization Fit: An Examination of Socialization Tactics Netherlands vs United States : Economy Facts and Stats New hires need culture-focused onboarding To Retain New Hires, Spend More Time Onboarding Them The guide to remote onboarding How to Set Up a Remote Employee for Success on Day One How To Develop A Hybrid Employee Onboarding Program: 5 Tips And Strategies ‘Stages of concern' The five phases in learning a profession Why Are You Afraid to Ask Questions at Work? Women only apply for jobs when 100% qualified. Fact or fake news? The 4 Stages of Psychological Safety by Timothy Clark  

Murph is joined by Timothy Clark and Donna Collins to chat about the Season 7 episode Scenes from the Class Struggle in Springfield

In this episode, Ariel discusses the topic of ecocriticism with Dr Jenny Kerber, Associate Professor of English at Wilfrid Laurier University.What is ecocriticism? Why is it important, especially for environmental activists and solarpunks, as a narrative reframing device? Solarpunks work very closely with speculation and imagination and as architects of the narratives by which we live our lives, it helps to have tools like ecocriticism at our disposal. Join Ariel and Dr. Kerber to think through terms like “wilderness” and “nature” and “the Anthropocene”. How do we hold on to hope, despite critical engagement with the dark side of our environmental narratives? References:● A bit more about the WLU Land Acknowledgement● Dr Kerber's profile at Wilfrid Laurier U● “The Trouble with Wilderness” by William Cronon● Elizabeth May● Kerber, Jenny. "Tracing One Warm Line: Climate Stories and Silences in Northwest Passage Tourism." Journal of Canadian Studies 55.4 (July 2022): 271-303.● Timothy Clark, The Cambridge Introduction to Literature and the Environment● Kate Soper, What is Nature? Culture, Politics and the Non-Human ● David Huebert's Chemical Valley ● Lord Byron's "Darkness"● Don McKay, Vis à Vis: Field Notes on Poetry and Wilderness ● Amitav Ghosh, The Great Derangement: Climate Change and the Unthinkable● Nicole Seymour, Bad Environmentalism: Irony and Irreverence in the Ecological Age● Phoebe Wagner and Brontë Christopher Wieland, Almanac for the Anthropocene: A Compendium of Solarpunk Futures Get bonus content on Patreon Hosted on Acast. See acast.com/privacy for more information.

¿Te gustaría tener éxito con tu proyecto creativo, aunque no sabes por dónde empezar o cómo llevarlo al siguiente nivel?Ese es el tema principal del programa de esta semana, donde compartiremos nuestros aprendizajes más impactantes aprendidos después de haber publicado nada menos que 250 episodios del podcast.Notas de programaLas notas del programa están disponibles en https://kenso.es/episodio/250-aprendizajes-podcastÍndice del programa(02:19) 1 | Preguntarte el «para qué»(06:24) 2 | Conocerte a ti mismo(08:46) 3 | Hacer el ejercicio de «Persona»(12:16) Recomendación: recurso(13:47) 4 | Buscar referentes(16:28) 5 | Definir una estructura(20:48) 6 | Investiga y prueba(23:12) 7 | Producto mínimo viable(25:23) Recomendación: Herramienta(27:02) 8 | Preguntar y mejora continua(30:35) 9 | Disfrutar(32:15) 10 | Romper creencias y déjate sorprender(33:53) Tu plan de acción(34:46) ¡Nos escuchamos muy pronto!Recursos mencionadosEpisodio 0: KENSO, el origen de una nueva efectividadArchivo del podcastEpisodio 133: Vence al síndrome del impostorArtículo: El mapa de empatía (entendiendo al cliente) de Javier MegiasLibro: Tu modelo de negocio de Alexander Osterwalder, Yves Pigneur y Timothy ClarkPersona: David CantollaEpisodio 5: El artesano de la innovación con Humberto MatasEpisodio 102: La gestión de personas y proyectos con José Carlos Palencia «Bowie»Plataforma de grabación: Zencastr (30% descuento para lo oyentes de KENSO)Kit: Todo lo que necesitas para grabar tu podcastÚnete a KENSO CírculoKENSO Círculo es el club para personas centradas en mejorar su efectividad y vivir más felices.Un club a tu alcance porque a partir de 1€ al mes tendrás acceso prioritario a los episodios del podcast, podrás descargar un plan de acción para cada episodio, recibirás cada mes un episodio especial donde haremos una reseña sobre un libro de efectividad, disfrutarás de descuentos en los servicios de KENSO y de nuestra eterna gratitud por ayudarnos a mejorar.Más información & InscripciónComparte tus sugerencias¿Qué te gustaría escuchar en futuros episodios del podcast? Déjanos tus sugerencias de personas a entrevistar o temas a tratar en los comentarios de las notas del programa. Únete a KENSO Círculo en https://plus.acast.com/s/kenso. Hosted on Acast. See acast.com/privacy for more information.

#57 with Iris: 我正在創造一份很棒的新工作 ! ｜ I'm in the process of building something great! 這集是用國語聊。This episode is in Chinese. Iris said hi after a talk I gave (in Chinese!) back in October about my journey with podcasting. We finally met up earlier this month. After a two-hour long lunch, Iris and I recorded this conversation about her personal growth journey over the past few years, and the remarkable changes she's seen in herself before and after arriving to Boston (pre-pandemic). We had so much fun, as you'll be able to tell with all the laughs.Her mantra of telling herself: "我正在創造一份很棒的新工作 !" (I'm in the process of building something great!). I'm adopting it for my morning routine. Enjoy! Topics: 從認識自己 ｜ getting to know oneself again 從新建裡自我價值觀 ｜ re-establishing personal values 從建立自己跟自己的信念 ｜rebuilding oneself and one's belief system 我想要當什麼樣的人？我的動機是什麼？我為什麼要對這件事情抓的真麼緊？｜ Who do I want to be? What is my motivation? What's behind the motivation that's causing me to hang on so tightly? 當平靜喜悅的人 ｜to become a calm and joyful person 對待自己的方式讓自己進步｜ how you treat yourself to improve and grow (shame / self-criticism vs encouragement / self-confidence / self-compassion) 用好的精神做每天要做的五件事情｜know when you have your best energy so you can apply it to the five things you set out to do each day 用冥想來消化情緒｜ daily meditation practice to process emotions 用於加來認識身體 ｜ daily yoga to connect with one's body, to see how its feeling and what it's telling you 從讀書裡面找到答案 ｜ read daily -- can learn so much from what other people have gone through 寫感恩日記 ｜ write daily gratitude journal 付出分享 ｜ output Follow Iris on FB at 日常。瑜珈 Recommended Books: 1) 原子習慣 ｜ Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear 2) 子彈思考整理術 ｜ The Bullet Journal Method by Ryder Carroll 3) 創造生命的奇蹟 ｜ You Can Heal Your Life by Louise L. Hay 4) ｜ Trust Life: Love Yourself Every Day with Wisdom by Louise Hay 5) 自我疼惜的五十一個練習 ｜ The Mindful Self-Compassion Workbook: A Proven Way to Accept Yourself, Build Inner Strength, and Thrive Letting Go by Christopher Germer and Kristin Neff 6) 一個人的獲利模式：用這張圖，探索你未來要走的路 ｜ Business Model You: The One-Page Way to Reinvent Your Work at Any Life Stage by Bruce Hazen, Timothy Clark, Alexander Osterwalder, Yves Pigneur, Alan Smith The book links above contain affiliate links to bookshop.org, an online bookshop that supports neighborhood and indie booksellers (support local businesses!). If you choose to make a purchase after clicking a link, I may receive a commission at no additional cost to you. Thank you for your support! Recommended Meditation App: Insight Timer - featuring Kristen Neff | Kristen's Self-Compassion Meditation *** Say hi! 來打招呼！ Newsletter (new!): ⁠twdiaspora.substack.com⁠ Social media 社群: @twdiaspora on ⁠Twitter⁠, ⁠Instagram⁠, ⁠Facebook⁠. Show notes 主網頁: ⁠www.taiwanesediaspora.com⁠. Email 電子信箱: ⁠hello@taiwanesediaspora.com⁠. Support 贊助: ⁠https://ko-fi.com/twdiaspora⁠ and ⁠https://bookshop.org/shop/twdiaspora --- Support this podcast: https://podcasters.spotify.com/pod/show/twdiaspora/support

the latest dataset from Squadify reveals how teams rate psychological safety. Juliet Hammond joins Adn and Pia to go through the numbers and add some context.Carl Rogers defines psychological safety as an individual feeling unconditional worth. This forms the basis of the movement, continued on by Amy Edmondson who defines it as a shared belief held by team members that the team is safe for interpersonal risk-taking. Timothy Clark's model defines four stages of psychological safety: inclusion safety, learner safety, contributor safety, and challenger safety.Takeaways from Dan and Pia Team leaders should recognise that feeling psychologically safe may be biased towards individuals with high status. It's a common mistake to assume everyone can speak their minds freely. We need to reimagine how to create personal connections within a hybrid environment, both virtually and face-to-face. If we don't, the foundation of psychological safety will be compromised. Challenger safety might be seen as a momentum killer and a pain. However, it's important for leaders to take on challenges. The comfort levels of the team leader themselves play a big role in creating a sense of safety for their teams. And doing so without being controlling can be difficult. Links Connect with Juliet on LinkedIn Psychological safety in teams – We Not Me episode 3 with Dr Jessica Tonissen Building psychological safety: a how-to guide – We Not Me episode 41, with Stephan Wiedner Leave us a voice message

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.

Murph is joined by Timothy Clark and Ben Vernel to chat about the Season 6 episode Bart's Girlfriend

Sign up to our newsletter here. Join our facebook group here or join our Discord here.You can physically send us stuff to PO BOX 7127, Reservoir East, Victoria, 3073.Want to help support the show?Sanspants+ | Shop | TeesWant to get in contact with us?Email | Twitter | Website | Facebook | RedditOr individually at:Hayden | Cass Shut Up a Second is hosted and produced by Cass Paige and Hayden Bleechmore.Recorded and produced on Wurundjeri land, we respectfully acknowledge the Wurundjeri People of the Kulin Nation, pay our respect to their Elders past and present, and recognise that sovereignty was never ceded. Hosted on Acast. See acast.com/privacy for more information.

Murph is joined by Timothy Clark and Lewis Dowell to chat about the Season 4 episode Homer the Heretic

The workplace trend that has caught everyone's attention as we move into a time of recession is called Quiet Quitting. This phenomenon has posed a problem for companies because not only are they seeing their employees demotivated to take initiative, but they are experiencing the outright resistance to take on any work that their teams feel are out of their scope of work.   Research from Dr. Timothy Clark has led us here at Inclusion in Progress to believe, however,  that being more intentional about Psychological Safety in the workplace can help reduce the risk of Quiet Quitting. Listen to this episode to find out how giving your people a place to belong, learn freely, measure their contributions, and oppose the status quo can be advantageous to your teams!   In This Episode [4:54] What is “Quiet Quitting” and why is it a big deal for companies? Why are employees resorting to Quiet Quitting? [9:11] What you may not know about how psychological safety and Quiet Quitting are connected. [11:42] How to avoid distributed teams engaging in Quiet Quitting during a time of recession or economic uncertainty. [15:17] Why do managers play a critical role in whether or not an employee decides to engage in Quiet Quitting? [17:30] The importance of giving your different team members a way to feel like their voices are heard and how it reduces the likelihood that they'll Quiet Quit (or not-so-quietly quit). Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Learn how to leave a review for the podcast.     Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

In this episode of Partnering Leadership, Mahan Tavakoli speaks with Marlene Chism. Marlene Chism is the leading authority on stopping workplace drama and the author of four books, including her most recent book, From Conflict to Courage: How to Stop Avoiding and Start Leading. In the conversation, Marlene Chism shares what leaders get wrong about conflict, the negative consequences of avoiding conflict, and how to most effectively address conflict by changing our narrative.  Some Highlights:-Marlene Chism on what we get wrong about conflict in the workplace-Why we need to change our narrative before being able to address conflict-The importance of the inner game in addressing conflict-How to face conflict courageously-Marlene Chism on why conflict is an essential part of growth and authentic relationships-How to channel conflict into courageous conversationsAdditional episodes:Partnering Leadership conversation with Dr. Timothy Clark on the Four Stages of Psychological Safety, Listen HerePartnering Leadership conversation with Jim Detert on Choosing Courage, Listen HereConnect with Marlene Chism:Marlene Chism Website Marlene Chism LinkedIn From Conflict to Courage on AmazonConnect with Mahan Tavakoli:https://mahantavakoli.com/https://www.linkedin.com/in/mahan/ More information and resources are available at the Partnering Leadership Podcast website: https://www.partneringleadership.com/

This episode was released last week for our Patreon supporters - to join their illustrious ranks, support the podcast and receive two bonus episodes a month, visit Bachelor of Hearts: Extra Credit here! This week, we've enlisted the extremely funny Timothy Clark (Chimp Cop!) for a spirited discussion of the 2000 live-action Flintstones prequel, The Flintstones in Viva Rock Vegas. We discuss what works and what doesn't - including the almost completely revamped cast, the addition of infamous comic relief character The Great Gazoo, and the revelations of long-kept secrets such as the origins of Wilma's pearls. Follow Tim on Twitter/Instagram/Letterboxd at @MrTimothyClark!

This week in episode 2.26—the final episode of season 2—Scott and Vince focus on #PsychologicalSafety. Pulling from the book "The Four Stages of Psychological Safety" by Dr. Timothy Clark, Scott discusses the impact this book had on him as he and Vince dive into each stage, what they mean, how to go about providing these, and why. Additionally, this conversation led to two topics very important to Vince— inclusion, and contribution. Whether it's part of establishing your corporate culture or just trying to get more out of meetings, these components are key to that process. Tune in this today for the full discussion on this interesting topic during the final episode of Season 2! About our Hosts: To learn more about Scott De Long, Ph.D., and Vince Moiso, MBA, please visit theceopodcast.net. If you have questions, comments, or to make topic suggestions for future episodes, please contact them at scottandvince@gmail.com.

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

In this episode we pull out a bunch of frameworks – Timothy Clark's 4 Stages of Inclusion and Innovation, Kim Scott's Radical Candor, Patrick Lencioni's 5 Dysfunctions of a Team as we talk about how the team bonds after getting some overdue (and tough) feedback from Nate. We also offer up some tips on how to pick a good karaoke song. 

Murph is joined by Katherine Allan and Timothy Clark to chat about the Season 7 episode Team Homer

Teamwork doesn't have to suck! In fact, magic can happen when team members tend to each others' basic needs–most notably, their psychological safety. Psychological safety is the belief that you won't be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Seems like a direct line to ease, meaning and joy!   SHOW NOTES   On this episode of Crina and Kirsten Get to Work, our hosts tackle teams at work.  For those of us who have been on good teams, we know the benefits: collaborative problem solving leads to better outcome we are willing to take more risks when we are supported by a good team and that leads to innovation   teams encourage personal growth, increase job satisfaction, and reduce stress.   The question is how to create great teams.  Google, with all of its data and metrics and algorithms, conducted a five year study of its teams (called Project Aristotle) to try to distinguish what makes a good team versus a dysfunctional team.  It turns out that psychological safety is at the root of what makes an effective team.  Psychological safety is the belief that you won't be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.  The Google Study tells us about the core attribute of effective teams, but how do we create the special sauce of psychological safety.   According to Dr. Timothy Clark, author of The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation, employees have to progress through 4 stages before they feel free to make valuable contributions and challenge the status quo.  The first stage is inclusion safety and is that basic need to connect and belong - which is really about bringing your unique self and being accepted to full participation in the group.  The second is learner safety, which satisfies our need as humans to learn and grow - where we can ask questions, make mistakes, where failure is an opportunity and not a punishment.  The third stage is contributor safety and is the place we satisfy our need to make a difference - it means we have a place to use our skills and talents.  The fourth stage is challenger safety, which meets our need to make things better and to speak up to challenge the status quo - and requires the ability to effectively deal with conflict.    It turns out not only Google has concluded this concept of psychological safety is the hallmark of the most high performing teams, but so has Harvard University in a study of teams during Covid.  What were these folks on effective teams doing?  They were communicating more, particularly by phone, making an average 10 .1 calls per day as opposed to 6.1 for those teams who were less successful.  They were also running more efficient meetings - agendas, meeting preparation - which set the stage for more fruitful interactions.  These folks are also interacting with each other outside of work - the most effective teams were not always working together, but also playing together.  The Covid success teams were also recognizing each other with more frequency - for good work, for meeting challenges and the like - not just management, but among each other.  What we learned from the Project Aristotle Study was true here as well - the people on the successful teams felt they could be authentic at work.   This is a podcast about women and work and ease meaning and joy, so here is the juicy nugget about women and teams . . .  Scientists at MIT, Carnegie Mellon, and Union College suggest the most efficient groups — the ones who are the best at collaborating, analyzing problems, and solving them the fastest and most effectively — had three things in common, one of which was simply that they had more women.  Yesss! If we want more successful teams - just add more women - and of course psychological safety.   Good Reads: The Secret To Efficient Teamwork Is Ridiculously Simple The benefits of teamwork (as proven by science) - Work Life by Atlassian What Google Learned From Its Quest to Build the Perfect Team - The New York Times The Secrets of Great Teamwork The benefits of teamwork (as proven by science) - Work Life by Atlassian 5 Things High-Performing Teams Do Differently What Is Psychological Safety at Work? | CCL

May the 4th be with you! To celebrate we bring you DM Lauren Bok's wonderful space romp from our 2022 Melbourne International Comedy Festival season. Ft special guest Timothy Clark, this ep is like Futurama, Space Balls & all the prequel memes had an orgy. Recorded live on Fri April 8th 2022 More live shows coming up in June, July & August.  Tix available at https://www.dicepaperrole.com/uncategorized/monthly-live-games-at-the-comedy-republic-starting-sat-june-4/ 

How do you put people in the best positions to be successful? How do you draw stories and insights from data to shape your employe engagement experience? The answer is empathy and an absolute focus on helping people. This episode features our conversation with Brandon Springle, Director of Human Resources for Shaw Industries. Here are a few of our takeaways:Leaders don't solve problems in isolation.Leaders need to recognize they don't have all the answers. They need to go to the source and listen for understanding. Needs have changed. When leaders listen to the individuals that have the feedback they can really move the needle forward A paycheck is not enough to retain and sustain talent.There's been a shift in employee expectations and behavior. We're in the midst of the great resignation. Employees are thinking about their options and opportunities. Instead of seeking overtime many employees are seeking to spend more time with family. Leaders need to be very intentional about creating an environment where people want to be. A paycheck is not enough to retain and sustain talent.Build an employee experience program not an engagement program.Data has become more and more important in trying to drive the right actions. Metrics that only focused employee engagement can be replaced with metrics that focus on employee experience. You should draw stories and get insights from data to shape your employee experience. Employee experience decisions can't be made by gut feeling alone, they should be backed by hard data. Overcome bias with empathy.We're all flawed in some way. Always assume positive intent even when it doesn't appear to look so positive. "The first thing I try to do is build relationships with people that I connect to, even if it's a quick connection, just so we can have an honest conversation. If I can control my response to a degree, seek to understand and seek to educate, if there's a teachable moment, then I think we end up with a much better outcome in that situation. "You can't ignore "hot topics" today.What happens in the world does have an affect on people and their performance. In the past many leaders and organizations would ignore highly political topics as if they were not happening. Today leaders need to focus on having these conversations in a healthy and constructive way. About Brandon SpringleBrandon is a dedicated HR Leader with over 15 years of evolving experience working in multiple industries including Manufacturing, Background Screening, Health Insurance, and Sports & Entertainment. Brandon is a certified coach/facilitator leveraging the “4 Stages of Psychological Safety” framework created by Dr.Timothy Clark. Brandon is also certified as a Change Manager with intimate knowledge of the ADKAR process created by Prosci.Brandon's superpowers include active listening, workforce assessment, talent development, strategic planning,organizational design, conflict resolution, and cultural design.Brandon is an intuitive and empathy driven leader focused on providing an amazing experience at all levelsthrough a service-oriented approach that is rooted firmly in psychological safety.Strategically, Brandon is future focused as he curates proactive solutions that affect positive change.Brandon recognizes that there is power in aligning individually diverse talents to a shared vision where the successis dependent upon the collective brain trust of the “team”.More than anything, Brandon loves to see people thriving as opposed to simply surviving.

This week, Dan Neumann is diving deep into the topic of psychological safety, inspired by a couple of articles that got his special attention (references below). Dan is sharing in today's episode the definition of psychological safety, its link to diversity in Teams and innovation, as well as some specific ways to foster psychological safety as the number one prerequisite for a successful Team.   Key Takeaways What is psychological safety? Psychological safety is a shared belief that the members of a team won't be rejected or embarrassed for speaking up with their ideas, questions, or concerns. Bresman and Edmondson present research that supports that diversity on a team is linked to a better outcome. This research explores the bond between diversity and psychological safety, implying that more diverse teams are going to have better ideas and outcomes than teams that are less diverse. From the research, they found that diverse teams tend to be a little lower on performance than more homogeneous teams. They also differentiated from highly diverse teams that had high psychological safety and those that did not have it. This first group outperformed by a meaningful degree both the diverse teams that didn't have psychological safety and also low diversity to homogeneous teams. Meeting with the purpose of finding root causes can feel a lot like blame, and blame is one of the behaviors that destroy psychological safety. Transform meetings into opportunities to share information. Seek information! Don't assume you know. Choose open versus closed-ended questions. In his article, Timothy Clark uses the term dialogic process to explore how Teams harness intellectual friction and navigate their interdepending work. If there is a lack of psychological safety, individuals are going to censor each other or result in self-censoring behavior which prevents a highly collaborative atmosphere in a Team. High psychological safety promotes innovation as a goal while a lack of it produces fear as a response and survival as the goal. Clark frames Agile as a culture implementation, bringing the Agile values into practice. Small and seemingly insignificant acts of disrespect, indifference, and rudeness can push a Team back into withdrawal and personal risk management. Clark also shares four steps to work in a Scrum Team to continue to foster psychological safety. Ways to promote psychological safety at work: Google has identified five dynamics in successful Teams and the number one prerequisite is psychological safety. The second is dependability, in third place are structure and clarity, fourth is the meaning of the work, and lastly, the members of the Team have to fundamentally believe that the work they do matters.   Mentioned in this Episode: “Exploring Psychological Safety and Danger with Ola Tunde” “Agile Doesn't Work Without Psychological Safety,” by Timothy R. Clark “Research: To Excel, Diverse Teams Need Psychological Safety,” Henrik Bresman and Amy C. Edmondson “The five keys to a successful Google team,” by Julia Rozovsky “8 ways to create psychological safety in the workplace,” by Greg Barnett, Ph.D. Switch: How to Change Things When Change Is Hard, by Chip Heath Crucial Conversations: Tools for Talking When Stakes Are High, by Joseph Grenny, Ron McMillan, Al Switzler, and Kerry Patterson Multiple Explanation: A Consider-an-Alternative Strategy for Debiasing Judgments, Edward R. Hirt and Keith D. Markman   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

This week, me and Timothy Clark answer some FAQ about Castle Freak (1995), like: Is it more of family drama with a creepy dungeon dude dropped in? How do you escape an Italian jail? Did The Duchess win Best Costume Design at the 2008 Oscars? (Yes; Easily; Tim's A Nerd So Yes). Come run around Le Castle Del Reilly with us! Molto bene!

Dragan Stepanović joins us to discuss emotions as system signals, why intervening at the emotional level has less value, and why you should get back on the horse. Transcript: https://agileconversations.com/blog/monitoring-intervening-pairing-mobbing-pt1/ SHOW LINKS: - Dragan: - draganstepanovic.com - https://twitter.com/d_stepanovic - https://www.linkedin.com/in/dstepanovic/ - Mobbing for Safety episode: https://soundcloud.com/troubleshootingagile/mobbing-for-safety - Dragan's tweet: https://twitter.com/d_stepanovic/status/1470009166353907716 - Systems Thinking: https://www.extremeuncertainty.com/an-introduction-to-systems-thinking/ - Causal loop diagrams: https://en.wikipedia.org/wiki/Causal_loop_diagram - Woody Zuill / Mob Programming: https://woodyzuill.com - Timothy Clark: https://www.leaderfactor.com/psychological-safety-keynote - Amy Edmondson: https://www.chrisclearfield.com/podcast/18 --- Our book, Agile Conversations, is out now! See https://agileconversations.com where you can order your copy and get a free video when you join our mailing list! We'd love to hear any thoughts, ideas, or feedback you have about the show. Email us at info@agileconversations.com

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..

In some of my leadership keynotes and workshops, I point out how one way to foster a sense of cohesion and community among your employees is to make time to celebrate milestones. What's important here is not to just have a party where people can feel a sense of completion, but that we also use this moment to highlight the journey we've been on and what we've accomplished on this journey. It's in that spirit that I wanted to do something special to celebrate the release of the 100th episode of my podcast “Leadership Biz Cafe”. And in keeping with what I share with leaders on how to best utilize the attainment of key milestones, I wanted to use this episode as an opportunity to look back at the past 99 episodes and first select my 10 favourite guests I've spoken with (to date). And then the trickier part - picking one key insight that's not only worth a second listen, but which is both powerful and timely for helping leaders address the challenges they face today. Now I have to be honest that I had to omit two guests who'd otherwise make my shortlist as I just featured them in the recent episode “My Favourite Guest Moments and Insights From 2021” and as such, I thought it'd be better to feature other guests in their place. Over the course of this 100th episode retrospective, you'll hear: Guy Kawasaki on why leaders should focus on enchanting employees instead of influencing them.Doug Conant on why leaders need to foster a sense of community and purpose.Liz Wiseman on why some leaders bring out the best in others while other leaders drain the motivation out from their team.Matthew E. May on why “intelligent” constraints are needed to fuel creativity.Dr. Heidi Grant Halvorson on how leaders can make sure employees really understand what they want from them.Whitney Johnson on why constraints are beneficial when facing disruption.Tim Sanders on why our attention is getting narrower and what leaders need to do to overcome it to rally their employees around a common vision or goal.Dr. Timothy Clark on why many organizations struggle with creating inclusive workplaces and how to overcome it.Sally Helgesen on what needs to be done to get more women into leadership development pipelines.Stephen MR Covey on why addressing intent is critical to fostering trust in your leadership. Not to mention getting to hear the story behind why I started my popular leadership podcast ... and the key role Guy Kawasaki played in bringing this show to life. Going back to listen to the past conversations was such a delight and so informative about what leaders need to do to succeed. And without question, this retrospective episode provides powerful and timely insights that will help you succeed in your leadership by empowering your employees to do their best work. This is definitely one episode you're going to want to make time to listen to - and be prepared to take some notes as these guests really provide a lot of food for thought. My thanks to them and to all my guests I've had on my show over the past 99 episodes. Here's looking ahead to the future and that next big milestone of reaching 200 episodes. https://open.spotify.com/episode/3VmC7Zwp1po89nl12q8l0m Noteworthy links: Here are links to listen to the full episodes of the guests I featured in this retrospective episode: How The Power Of Enchantment Can Help Us Succeed | Guy KawasakiHow Successful Leaders Maintain Focus In A Distracted World | Doug ConantHow Leaders Grow Employee Intelligence To Drive Success | Liz WisemanHow Leaders Can Encourage Creativity And Innovation | Matthew E. MayWhy Your Employees Don't Understand You | Heidi Grant HalvorsonUsing Disruptive Innovation To Drive Growth | Whitney JohnsonWhy Bizlove Is Critical For Today's Leadership | Tim SandersHow Psychological Safety Fuels Growth & Innovation | Dr Timothy ClarkHow Women Hold Back Their Leadership Success | Sally HelgesenThe Power of Trust in Leadership | Stephen M.R. Covey

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.

Are you getting the best from your team? If they're not psychologically safe…probably not. In order to perform to their potential, employees have certain work environmental needs, aligned to commonly understood human needs. If that all sounds a little academic, it's because we've got an eminently qualified guest teacher this week: author, entrepreneur, and Oxford […] The post MBA1488 Guest Teacher: Timothy Clark – How To Lead your Team Through The 4 Stages Of Psychological Safety appeared first on The $100 MBA.