New research from the University of Exeter brings insight into the value of inclusion in groups. The research looked at what people need to feel comfortable in a group so they can perform their best. What they found was being treated “fairly” was important, but not enough.
What people also need is to be asked for their opinion and to be included. It is not enough for group members or leaders to say “all opinions are welcome” it is necessary to be proactive in asking people for their opinions. It is this that triggers the brain’s need for feeling valued.
One of the key factors in Google’s psychological safety findings was people recognizing when a team member was “left out” and not in sync and members being proactive in asking them what they were feeling. How many times do we ask for opinions in our teams and are met with silence, and then just move on thinking no one has an opinion? Learning to be proactive and identify the signs when people are not engaged, is one key to better performance in our teams.
How do your teams communicate the expectation that the members are responsible for the contribution and inclusion of their fellow team members?
Get the research here: https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0251871
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