On September 19, Yale managers gathered to hear from two experts from the Yale School of Management: Heidi Brooks, senior lecturer in organizational behavior, and Kavitha Bindra, assistant dean and executive director of executive education. Together, they shared their expertise and experiences on how to create space for teams to thrive. While their conversation centered on the workplace, their insights apply to the classroom and broader campus community.

Here are five strategies we learned in that Cultivating Conversation-sponsored discussion:

1. Create psychological safety

Brooks defines psychological safety as “a belief or a perception that your interpersonal environment is safe for risk-taking.” She clarified that this doesn’t mean the risk is easy or comfortable or that you won’t be challenged or stretched. Instead, it signifies that being vulnerable, making mistakes, and taking risks are acceptable in this environment. Brooks emphasized that “speaking up fosters collaboration, encourages a willingness to be uncomfortable, and creates room to thrive.”  

2. Be open and curious

Our environmental and management practices are not as predictable as they were in the past. “We live in a complex world, and we disagree on many issues, individually and collectively,” Brooks noted. In this knowledge economy, it is essential that we can hear each other’s voices and feel comfortable disagreeing to promote rigor and excellence through varied perspectives and viewpoints. “When we can’t do that, we’re compromised,” she cautioned.

3. Understand common barriers

Brooks cited apathy as a typical barrier to openness and trust. “If you don’t care enough about what you’re doing or feel engaged in it, that becomes a problem because no one’s willing to fight for the outcome or put energy into it,” she elaborated. Another barrier she mentioned is feeling too comfortable. The key is for individuals to have “enough courage around purpose and process to be willing to talk, fight, and strive together for what matters,” Brooks added.

4. Appreciate differences

People have varying levels of risk tolerance. In a diverse environment, there are structural and interpersonal challenges. Structurally, those from minoritized groups (who feel they are underrepresented) may worry about risking their status because they perceive that their group may not thrive in that environment. Interpersonally, those team members may hesitate to speak up, fearing it adds to their vulnerability. Brooks advised, “When we see people as ‘other,’ it can be hard to bridge the gap, but when we embrace the opportunity for diverse information, we get more ideas, better outcomes, and diversity of opinions.”

5. Remain adaptive

When faced with a challenge, it is necessary to adjust to your circumstances. Bindra described how she managed her team through the pandemic by promoting inclusivity, showing empathy, and celebrating wins. These practices were honed over time, becoming more intentional and pronounced and part of her team’s culture. Bindra acknowledged that implementing these practices required a certain level of vulnerability, which got easier as she noticed how it positively impacted her team. Brooks added, “When we’re just naming what is, rather than putting energy into hiding it, it makes it ok for other people to feel vulnerable, too.”

Further Insights  

• Establish a shared sense of goals and aspirations.
• Clarify your reason for being vulnerable.
• Accept that psychological safety will take time and (once achieved) can easily be broken.  
• Appreciate the contributions others make that go beyond their comfort zone.
• Stretch 10-15% beyond your comfort zone to learn—you might be able to expand your range and capacity.

Additional Resources

Access a curated collection of resources provided by Heidi Brooks to assist you in creating space to thrive. Highlights include:

•  “Learning through Experience” podcast - Dr. Heidi Brooks invites us to cultivate the capacity to learn through experience and apply the wisdom gained to co-create a future worth fighting for.
• Emotional Agility: Get Unstuck, Embrace Change, and Thrive in Work and Life - Susan David’s book helps us to navigate life’s twists and turns with self-acceptance, clear-sightedness, and an open mind.
• Permission to Feel: The Power of Emotional Intelligence to Achieve Well-Being and Success - Marc Brackett’s book inspires a new mindset about the power of emotions to transform our lives.
• Right Kind of Wrong: The Science of Failing Well – Amy Edmonson’s book provides the framework for thinking, discussing, and practicing failure wisely.