Have you ever felt like you need a few more "yous" to tackle everything on your list and stay productive? While cloning is out of the question, having a team means having capable help to handle the burden of a full plate of tasks. Delegating is key — and it's not just about lightening your workload, but empowering your employees to grow. When you delegate, your team isn't just working for you, but thriving alongside you and achieving organizational goals faster.

More often than not, your team will even do a better job than you at the tasks you hand off, because they have more time and different skill sets. But this is the dream vision of delegation, and managers can struggle with letting go of control. So how do we move from an overflowing task list to a world where delegation is a motivational tool for growth?

Delegation is an essential skill for people managers, but it's not something you'll learn in most schooling programs. And like many manager skills, it’s not just what you do that counts, it’s how you do it that makes the difference. To become a better manager, you must improve your delegation skills, and if not prioritized, it can come at a serious cost.

The hidden costs of holding on to too much

If priorities are being neglected and a team isn't experiencing growth, trust and motivation dwindle. When managers feel stressed due to overwhelming workloads, they may be tempted to hold onto tasks and not delegate them to their team members to save them the burden or due to sheer panic (think deer-in-headlights). However, this can lead to hidden costs such as decreased morale, a lack of skill development, and missed opportunities for team members to take on new responsibilities and grow within their roles.

Additionally, managers may burn out and become less effective at their own work, ultimately hindering the success of the entire team. By recognizing the importance of delegation and actively practicing it, managers can avoid these hidden costs and create a more productive and fulfilling work environment for themselves and their team.

Delegation training benefits the entire business

Have your managers undergone formal management training? Organizations must equip their managers with the required skills to delegate work to their teams effectively, or the consequences can be dire.

Without proper training, managers struggle to delegate tasks efficiently, leading to decreased productivity, employee burnout, and ultimately, negative impacts on the organization's overall success. Organizations need to invest in their managers' development and provide them with the tools and resources necessary to effectively delegate tasks and responsibilities. This not only benefits the managers but the entire team and the organization.

Delegation training should focus on teaching managers how to effectively communicate expectations, provide support and resources, and set clear goals and deadlines for their team members. With these skills, managers can delegate tasks in a way that maximizes productivity, promotes employee growth and development, and ultimately contributes to the success of the organization.

Seven guiding principles of delegation for managers

1. Identify tasks that can be delegated, without compromising the quality of work. Managers should assess their workload and determine which tasks are essential for them to complete personally and which tasks can be delegated to team members. When identifying potential tasks to delegate, we suggest considering stakeholder involvement and their level, estimated time to completion, and any consequences, that may come up.

2. Identify the right person for the task by considering the skills, strengths, and interests of your team members to determine who's best suited for each task on the list. This not only ensures that the task will be completed successfully but allows team members to develop new skills and take on new challenges as well.

It's important to note that success isn't always the case when delegating. Managers must be flexible, understanding, and empathetic to those who may, at times, fail on a new task. Embrace a growth mindset and be transparent about failures being okay and what can be done if they occur.

3. Communicate expectations clearly, including the purpose, desired outcome, and any specific requirements or guidelines for the tasks at hand. This ensures that team members understand what's expected of them and can complete the task effectively.

4. Provide the necessary support and resources to complete the task. This may include training, access to information or tools, or guidance throughout the process.

5. Set realistic goals and deadlines to help team members stay on track and prioritize their workload. This will also make it easier to monitor progress and provide feedback if necessary.

6. Trust and empower team members to complete tasks effectively, make decisions, and take ownership of their work. This fosters a sense of autonomy and motivation within the team.

7. Provide feedback and recognize achievements upon completion. This improves performance and shows appreciation for their team effort. Recognizing and celebrating achievements publicly also encourages team members to take on more responsibilities in the future.

Effective delegation may require strong communication, trust, and support from managers, but is well worth the effort to have a better sense of productivity, autonomy, and responsibility for the wider team. As a manager, granting this autonomy and trust to your employees empowers them to take ownership of their tasks, acting as an incentive and motivator.

When employees are trusted with important tasks, it demonstrates that their skills and contributions are valued, fostering a sense of trust and loyalty. This empowerment allows employees to showcase their abilities, develop new skills, and gain confidence in their roles, which in turn, shows successful leadership from the manager. It's an ongoing workflow of professional growth and career advancement, enabling both sides to do more meaningful work, make a larger contribution, and feel valued within the organization.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, book a demo today to find out how Go1 can help with your team’s learning needs.

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Learn how to delegate tasks effectively to empower your team, boost productivity, and achieve organizational goals faster.

Delegation is an essential skill for managers to increase productivity

In the whirlwind of technological changes affecting today's world of work, digital literacy has become paramount for professional services firms. As technology continues to redefine how we work, now isn’t the time to be a staunch supporter of the way things were. Instead, both organizations and employees must be willing to embrace change and learn the latest tech skills in this dynamic environment. 

In this article, we'll explore the necessity of digital literacy in professional services, strategies for promoting digital literacy, and the hurdles organizations often face in adopting new technologies. 

The evolving landscape of technology in professional services

Professional services technology is in a state of constant evolution, driven by advancements in fields like artificial intelligence, extended reality, cloud computing, cybersecurity, and data analytics. Firms that are quick to adopt these technologies will find themselves ahead of the game, offering clients better service, improved efficiency, and more innovative work. 

But for those not yet literate on these topics, development training can help ensure organizations don’t fall behind competitors by creating learning paths for employees to grow their digital literacy on trending technology. Here are just a few of the many course topics you should consider adding to organizational learning programs.

Artificial intelligence is changing how we create content, automate tasks, and make data-driven choices. And while we've probably all heard of ChatGPT by now, AI extends way beyond this particular resource. 

With so many different kinds of AI tools out there, it's important that employees know what exists that can help them within their roles. Teams then need adequate training so they can integrate their tools of choice into their everyday processes. A marketing agency, for example, might upskill its employees in GenAI tools that can help them write faster, create visuals, and even generate voiceovers. 

Extended Reality (XR) includes technologies like Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR). As XR adoption increases, clients may expect professional services firms to leverage these technologies for project delivery. Employees should be prepared to adapt their workflows and integrate XR tools where applicable to enhance service offerings. 

For example, AR allows for real-time data visualization and remote collaboration. Imagine an architect using AR to showcase a building design to a client directly on the construction site. This elevates the client experience and enables both the employee and the client to make more informed decisions. 

Cloud-based solutions have transformed the way many of us work, offering the freedom to access tools, data, and applications from anywhere, at any time, and on any device. This flexibility has advanced collaboration, productivity, and agility, ultimately allowing you to provide exceptional service to clients. 

For example, a law firm can leverage cloud-based legal practice management software, which provides a central location to securely store and share legal documents, manage client cases, and track billable hours. Lawyers can access these documents and collaborate with colleagues and clients remotely, regardless of location. Plus, cloud-based document review platforms can streamline the process of reviewing large volumes of legal documents, allowing lawyers to focus on higher-level tasks. 

Today, many businesses are adopting hybrid and multi-cloud strategies, using a combination of public, private, and on-premises clouds. The ability to navigate these complex cloud strategies is becoming essential. Employees should be familiar with different cloud platforms — like Amazon Web Services (AWS), Microsoft Azure, and Google Cloud Platform (GCP) — and how to integrate them into their workflows for optimal performance. 

Cybersecurity is a big deal, especially when you're handling sensitive client data. For instance, robust cybersecurity measures are essential in a financial services firm, where sensitive data like financial records and social security numbers are handled. The world of cybersecurity is constantly evolving, and professional services employees need to stay sharp to protect themselves, their clients, and their companies from inherent risk.  

Cybercriminals are constantly refining their tactics to cause more damage and expose organizations. All employees, regardless of their role, need to be aware of the latest phishing scams and social engineering techniques to avoid falling victim. 

Data and analytics help teams evaluate information, spot trends, and make fact-based decisions. Importantly, data is no longer the sole domain of data scientists. Business intelligence tools; AI tools; and user-friendly interfaces, like social media analytics platforms, are making data analysis more accessible. 

Employees should be proficient in these tools to extract insights from the data. A consulting firm, for example, could upskill their team in data and analytics so employees can give their clients more well-informed, research-backed guidance. 

We’ve got a tool to help you refine your digital literacy learning programs. Check out our digital literacy curriculum checklist. 

Cultivating a work environment that champions continuous education on changing technologies will help your team adapt to today's digital landscape. But what does that look like in practice? 

L&D should continually invest in comprehensive, ongoing programs that build employees' digital skills. Of course, this will include online courses and trainings, but you might also ask employees who are already experts on specific topics to host workshops and seminars. Consider looking to outside experts, too, by researching webinars on emerging technologies your firm is interested in pursuing and promoting the events within your organization. You might even share a monthly roundup of resources employees can use to build their technology skills. 

Employees can also benefit from mentorship and coaching programs. Pairing more experienced professionals with those just starting out in the field can help individuals develop their skills and digital literacy from someone who already knows your organization well. Mentorship not only gives employees access to one-on-one support, but they'll also get to see technology in action within their specific role or team. 

Finally, it's important to regularly gauge your organization's collective digital competency. You can do this by conducting learning needs assessments to pinpoint areas for development and tailor support to employee needs. We've got a detailed guide that will walk you through the learning needs assessment process, step by step. 

Plus, check out our training needs assessment worksheet. 

Overcoming challenges to digital literacy adoption

One of the most significant hurdles in digital literacy adoption is the natural resistance to change that many feel. Mastering new technologies can be daunting, especially when those technologies will disrupt the processes employees are already comfortable with. To help ease this anxiety, organizations need to actively demonstrate how technology can streamline work processes and create new opportunities for personal and professional growth. When employees see technology as a tool for empowerment, rather than a threat, they're more likely to embrace it. 

Employees might also be anxious about adopting new technology because they aren't comfortable with technology in general. For example, employees whose roles aren’t very tech-focused may face a steep learning curve when learning a new technological tool or system. L&D teams need to tailor their approach to bridge this gap. Consider offering different training options for different skill and experience levels. This way, employees who are apprehensive about technology get the in-depth training they need, while more tech-savvy employees don't have to spend unnecessary time learning information they already know. 

If you encounter resistance from employees who simply don't feel they have the time to learn a new skill, try to work with team leads to carve out intentional learning time where employees can mute notifications and press pause on their day-to-day work. Consider offering microlearning that can be completed in just a few minutes at a time, rather than giving hours-long courses. 

Creating a culture of digital literacy organization-wide means employees won't have to develop new skills in a silo. Here are just a few ideas to help you get started: 

Facilitate opportunities for collaboration, like group discussions or brainstorming sessions, to encourage employees to share their knowledge and learn from one another. This can also help break down any barriers or fears employees may have about asking for help or admitting they don't know something. 

Encourage experimentation and risk-taking by creating a safe and supportive environment where employees feel comfortable trying new things and learning from their mistakes. Don't forget to recognize and celebrate those who embody digital leadership and innovation! 

Lead by example and show your own openness to embracing new technologies. Train your L&D team members on a new tech tool, then find an opportunity to share how you've been using this tool. 

By embracing digital literacy, you can empower your professional services team to drive transformative change and set your firm up for lasting success.

Technology is changing the way we work — and employees must adapt quickly. Learn how L&D can play a role in ensuring digital literacy across your organization.

Helping professional services teams adapt to new technology

In a live session at the 2024 CIPD Festival of Work, CPO of Go1, Holger Seim, and Andrew "Andy" Roberts, EVP of Product, Zensai, emphasized the significance of lifelong learning in fostering employee engagement to drive success in organizations. In this article, we'll break down the key takeaways from this session and share the recording so you can uncover every last bit of learning yourself.

According to research presented by Holger, employees are more likely to stay with a company that invests in their learning journey and aligns business goals with people's growth. 

Holger shared, "What we do know is that organizations that focus on this area in terms of purpose — social responsibility — with their employees, do see higher levels of both innovation and retention within the workforce." 

Andrew added, "It's really important that we're providing employees with this opportunity to grow within the organization but at the same time benefit the organization."

They went on to highlight the importance of creating a culture of continuous learning within the organization, providing access to various learning opportunities, such as workshops, courses, and mentorship programs. Incorporating technology and digital tools into all learning and development initiatives to provide more flexibility and accessibility for employees. All of this work starts at the top with leaders, who play a pivotal role in promoting, actioning, and supporting lifelong learning, to set the tone for all employees.

Overall, the message was clear: Investing in employee development not only benefits the individual, but it also positively impacts the organization.

Leadership's role in promoting a culture of learning

Leaders play a crucial role in promoting a culture of lifelong learning within an organization and should set the strategic vision for learning and development across teams, serve as role models, and be accountable for instilling a culture of learning.

Leaders should actively participate in the learning process themselves, modeling a commitment to continuous learning and growth. By prioritizing learning and development at the highest level of the organization, there's a clear message to employees that learning is valued and essential for the success of the company.

Roberts explained, "It's no good setting [up] your Learning and Development journey in a silo in L&D or in HR. It needs to be brought in at the C-level. That sets the Strategic vision." This approach leads to a culture of learning and innovation, where employees feel empowered to take risks and constantly improve their skills and knowledge.

In addition to setting the tone and direction for learning, leaders should ensure that resources are allocated towards learning initiatives and that employees have access to various learning opportunities. This includes providing time and space for learning, investing in technology and tools to facilitate learning, and creating a supportive and safe environment for employees to experiment and learn from their mistakes.

By prioritizing and actively promoting a culture of learning, leaders can empower their employees to continuously develop their skills and knowledge, leading to improved performance, innovation, and overall organizational success. 

Holger and Andy went on to highlight the importance of a blended approach to learning, combining formal and informal learning opportunities, for a unique learning journey that caters to individual preferences.

As Holger explained, "We talked about those different learning preferences... you don't need a piece of software to do this in a small organization so you can start simple and you can look at the opportunities and make sure that this is reflected process to see how people prefer to learn."

Andrew added that "[Zensai has] really focused on making sure that our tools are available to frontline workers and desk-based workers. Creating access to not just compliance but also educational resources as wide as possible." Providing access to learning resources for all types of workers, regardless of their job role or location, promotes a culture of continuous learning and development within the organization.

By incorporating both formal training programs and informal learning opportunities, employees can gain knowledge and skills in a variety of ways that best suit their individual needs and preferences. This not only enhances their learning experience but leads to more effective and efficient learning outcomes.

Using skills mapping and assessments in L&D

Skills mapping and assessments play a vital role in learning programs, setting the groundwork and keeping learning personalized and relevant. These tools enable organizations to identify current competencies and areas for development. Technologies, including AI, have made it possible to streamline this process and create personalized learning journeys at scale and speed unlike ever before. Zensai and Go1 are both at the forefront of AI in learning and development.

Roberts stated, "Managers need tools to be able to support both the baselining and also the targeting of skills within an employee's journey... Skills and AI are now really powering the ability to both build your own skills taxonomies within the organization, [while using] AI to identify core competencies that people may have and some of that future state as well." 

This approach to technology allows for a more focused and efficient learning experience, as individuals can pinpoint specific skills that are necessary for their role and career progression, and focus on developing them at their own cadence.

Additionally, skills mapping and assessments allow L&D leaders and teams to track the progress of their employees' learning to ensure that the right skills are being developed to meet future business needs. With the continuous evolution of technology, skills mapping and assessments will continue to play a crucial role in L&D, helping organizations stay ahead in an ever-changing business landscape.

Listen to the full conversation with Holger and Andy

This session at CIPD's Festival of Work highlighted the power of lifelong learning in unlocking human potential and fueling personal and professional fulfillment. Holger and Andy discussed the importance of fostering a learning culture that keeps employees engaged and motivated to achieve their full potential. Listen in to see how you can empower your team to reach success!

Festival of work: How lifelong learning sets employees up for success - Andy Roberts and Holger Heim

To learn more about our partnership with Zensai or on how you can embrace lifelong learning with Go1, book a demo today. 

Explore how organizations can foster a culture of lifelong learning, the role of leaders in promoting learning, and the benefits of a blended learning approach for employee engagement and success.

Lifelong learning for employee engagement with Go1 and Zensai

We've said it before, and we'll say it again — learning is no longer one size fits all. This is especially true in professional services, an industry that involves so many diverse roles and specializations that it can seem impossible to find training that'll work for everyone in your organization. 

The good news? There's a tool you can use to help identify gaps in employee competencies and create personalized training programs that'll help them grow. It's called a learning needs assessment (LNA)! 

In this guide, we'll explore the importance of LNAs, key considerations for conducting them, and strategies for implementing them effectively. 

Why conduct a learning needs assessment? 

A well-executed learning needs assessment will help you identify the gaps between current employee competencies and the skills your workforce needs to meet business goals. By understanding these gaps, you can prioritize and allocate resources effectively, ensuring training initiatives directly address the business's most critical needs. 

LNAs also illuminate the unique learning requirements of the diverse groups that make up your team. By recognizing and addressing individual learning needs throughout the organization, you'll help create a specialized workforce with the right skills to provide an exceptional client experience. 

This inclusive approach to training is a win-win: it minimizes wasted resources and maximizes the impact of L&D initiatives, ultimately benefiting both the individual and the organization. 

When should I conduct a learning needs assessment? 

It's important to note that learning needs assessments aren't a one-time project. Once you've got your process down, you should commit to conducting LNAs before you launch a new learning program, when you receive a new request for training, and any time there's a significant shift in your organization, like a change in strategy or a company restructuring.  

You might also conduct these assessments if you receive negative feedback from a client that points to large-scale performance issues. An LNA can help you identify where the problem lies so you can proactively fix it through targeted training. 

How to conduct a learning needs assessment 

Now that we've covered the why and when, let's discuss how to conduct a learning needs assessment. 

The first step in conducting a learning needs assessment is to identify the goal of the LNA. Are you conducting this assessment for a specific department, a new company initiative, or individual development? Speak with the key stakeholders — executives, team leads, or individual employees — to determine what learning outcomes they'd like to see. You might ask questions like, "What problem are we trying to solve?" and "How does this problem currently impact the business?" 

Once you've created a comprehensive list of learning objectives, it's time to prioritize. Not all objectives are created equal; some are urgent for immediate performance, while others are part of a longer development journey. For example, one goal of the LNA might be to upskill a team in a specific area so you can secure a new client, which is a goal you’ll want to address right away. On the other hand, you’re working to boost the entire organization’s project management skills, which may be less urgent. By prioritizing your objectives, you're putting resources where they matter most, focusing training efforts for maximum impact. 

After you've got your priorities sorted, you’ll need to make sure every objective is clear and measurable. Determine what metrics you'll use to measure progress. This could include completion rates, knowledge retention, or on-the-job application of new skills. By setting specific and measurable goals, you'll be able to track the success of your training program and adjust as needed. 

Now, let’s take a look at some different assessment methods you can use to identify your workforce’s learning needs. 

Surveys: One of the most commonly used assessment methods, surveys can be a great way to quickly gather information directly from employees to understand their self-perceived learning needs and preferences. Surveys can be tailored to specific areas of interest and distributed to large groups with ease. However, it’s important to remember that self-assessments can be biased, and that response rates can vary, which may impact the accuracy of the results. 

Performance assessments: By comparing an employee's current performance to a set of standards, you can identify areas where they might need additional training or skill development. These assessments provide concrete evidence of learning needs and can be tied directly to an employee's job role and responsibilities. On the other hand, tests can feel like a lot of pressure, and some employees may perform differently in an assessment situation than they normally would. 

Direct observation: By watching employees in action, you can get a real sense of their skills and behaviors. It's a great way to spot on-the-job challenges and areas for growth. But remember, observations can be subjective, and some roles are easier to observe than others. 

Individual interviews: This method allows you to speak directly with employees, which may give you a clearer picture of their current skills and training needs. However, interviews can be time-consuming, and for assessments involving the entire organization or large groups, it might be tough to talk to everyone. 

To make sure your learning needs assessment is as comprehensive and detailed as possible, it's smart to use a mix of methods. This way, you're not relying on only one method, and you're getting a more complete picture. Don't forget to test out your assessment methods before you roll them out so you can be sure they're really capturing the learning needs of your diverse team. 

Once you've used your assessment method of choice to collect data, it's time to get to work analyzing that data. You'll want to be on the lookout for patterns and trends that will help you pinpoint the most significant skill gaps and areas where knowledge needs to be improved. Here are just a few examples of patterns to look out for: 

Skill sets: Is there a lack of proficiency in a particular skill set across a specific role or department? For example, an LNA for an accounting firm might identify a common need for training in risk management. 

Knowledge gaps: Is there a correlation between weak performance in a particular area and a lack of knowledge on a specific subject? For instance, a recruiting agency that frequently fields client complaints about hired candidates could point to a need for training on candidate sourcing and strategy. 

Experience levels: Do junior employees need to build foundational knowledge? Do senior employees need to build advanced knowledge? A team of graphic designers, for example, will likely have a wide range of experience levels, which means each will need different skills. 

Attitudes: Do shared attitudes exist that hinder performance? For example, a survey might reveal a department with low morale due to a lack of understanding of the company's strategic goals. 

Learning preferences: Are there employee learning needs or preferences that aren't being met? For instance, do employees prefer microlearning but are only given the option of hours-long courses? 

Now that you've identified your team's learning needs, it's time to develop learning recommendations that address those needs. Depending on the data you gathered, you might build unique training paths for individuals, deliver microlearning content to the entire organization, or develop mentorship and coaching opportunities. 

In the process of building your training recommendations, be sure to consider any learning preferences identified during the LNA. Taking these preferences into account will make it more likely that employees engage in assigned training and retain the information they learn. 

Finally, don't forget to measure the success of your chosen learning solutions. It's crucial to make sure they're closing skill gaps and contributing to your business goals. You can do this in many ways, from asking for feedback to conducting another LNA after some time has passed and comparing the results. By continuing to gather this data, you'll gain valuable insights that can help you continuously fine-tune your learning initiatives and keep your organization ahead of the curve. 

Tailored training programs are key for a diverse workforce – but how can you address the unique learning needs of your entire organization? The answer: conduct a learning needs assessment. We’ll walk you through it, step by step.

Your guide to conducting a learning needs assessment

Creating an environment that fosters effective learning can be challenging. One crucial element that often gets overlooked is the presence of and need for psychological safety. In this article, we'll recap our webinar with Kelli Frey, CPTD to learn the history and theory of psychological safety, how it translates to learning experiences, and how to measure and increase psychological safety in your organization. We'll cover a brief overview and then explain the three biggest takeaways from the webinar. 

Psychological safety is a shared belief among team members that it is safe to take interpersonal risks. This means feeling comfortable expressing ideas, asking questions, and admitting mistakes without fear of negative repercussions. When psychological safety is strong, individuals are more likely to engage in learning experiences, experiment with new ideas, and challenge the status quo, which most healthy organizations want from their employees.

In the webinar, Kelli Frey emphasized the importance of psychological safety in creating successful learning experiences, highlighting the role it plays in enabling participants to take interpersonal risks, which is crucial for effective learning. Kelli also discussed strategies that leaders and facilitators can use to build psychological safety, such as reducing unnecessary risk, recognizing power dynamics, and making group norms explicit.

Takeaway 1: Psychological safety is key to successful learning and development

Frey, an expert in facilitating learning experiences, stressed to attendees the importance of psychological safety in learning and development. She highlighted the role of this safety in enabling participants to take interpersonal risks during learning experiences, which she described as crucial for successful learning. Kelli explained that if there is no room for risk-taking and vulnerability, individuals may not fully engage in the learning experience or share their perspectives, hindering their growth and development.

It's the responsibility of leaders and facilitators to create a safe space for participants to feel comfortable taking risks and sharing their thoughts and ideas. Kelli referred to Google's Project Aristotle, which identified psychological safety as a key factor in successful team dynamics.

Frey recommends all leaders, facilitators, and trainers recognize publicly that making mistakes when learning is expected — but more on this later.

Takeaway 2: Actionable steps can be taken to build psychological safety

Leaders, trainers, and facilitators can take various actions to create an environment of psychological safety. Frey suggested reducing unnecessary risks, recognizing power dynamics, and making group norms explicit as effective strategies. Kelli emphasized that while she's seen them work globally, these strategies aren't one-size-fits-all and should be tailored to the specific culture and climate of a group or organization.

Frey further explained that recognizing power dynamics, acknowledging the implied or indirect power that exists within the group, and recognizing any team norms, can help give your employees or participants a clear understanding of group expectations.

Another actionable step is to actively model vulnerability, which Kelli explained, can help build trust and foster a sense of safety within a group. This can involve sharing personal experiences or admitting mistakes, which demonstrates to others that it's okay to do the same.

If you feel your team or facilitators model these behaviors already, the next step would be to consistently provide and seek feedback. This not only helps individuals feel heard and valued but allows for continuous improvement and growth within the group, too. Kelli emphasized the importance of recognizing and addressing any exclusionary behaviors or language that may create barriers to psychological safety, such as interrupting, talking over others, or using dismissive language, and always allowing for anonymized mediums for feedback as well.

Creating and maintaining psychological safety isn't a one-time task, but rather an ongoing process that requires continuous effort and attention. It's important for leaders and facilitators to consistently check in with group members and actively address any issues or concerns that may arise, as soon as possible.

Takeaway 3: Destigmatizing failure helps enhance a learning culture

Citing Amy Edmondson's book “The Fearless Organization,” Frey pointed out that psychological safety isn't just about physical safety, trust, and belonging but is about a shared belief within a group that it's safe for interpersonal risk-taking. Kelli stressed the crucial role of interpersonal risk in learning, explaining that there is an inherent risk of failure that's required for learning. Acknowledging failure, talking about it, and granting your team permission to fail is paramount to psychological safety. "Destigmatize failure culturally," Frey advised.

Regularly assess employee psychological safety

The benefits of psychological safety on both sides of the coin are clear. Not only will you improve employee engagement and innovation, but ultimately, your business' success. To stay on top of this, Kelli left us with some final advice:

"Regularly reassessing group dynamics and addressing any potential issues or conflicts can help maintain a culture of psychological safety," Kelli explained. "It's also important to acknowledge that building and maintaining psychological safety takes time and patience. It may not happen overnight, but with consistent effort and a willingness to listen and adapt, it can be achieved."

Psychological safety is crucial for creating an environment where employees or participants feel safe to take the necessary risks, share their wildest ideas, and be their authentic selves. By understanding psychological safety and taking actionable steps to foster it, leaders, trainers, and facilitators can create a culture of trust, open communication, and continuous growth within their teams and organizations.

Watch the full webinar to explore psychological safety in learning and development, including its history, measurement, and strategies to increase it.

Translating psychological safety for L&amp;D

For more learning and resources, subscribe to the Go1 newsletter to stay on top of all the latest news and tools available. Or book a demo with our team to find out how Go1 can help with your organizational learning and development needs.

Explore the key concepts and the biggest takeaways from our webinar on translating psychological safety for learning and development with Kelli Frey, CPTD.

Translating psychological safety for learning and development

Let's face it — financial uncertainty, continual workforce reductions, and rapidly changing technology all mean that today's employees experience drastically less stability at work than previous generations did. As a result, workers are left feeling like they never really know what's around the corner, and this constant feeling of unease poses a significant threat to their psychological safety. 

A lack of psychological safety at work can wreak havoc on employee well-being and the success of an organization. When people feel threatened, their stress, anxiety, and dissatisfaction can be overwhelming. The ripple effects may result in decreased productivity, more frequent absences, and a struggle to adapt to change. 

Companies must create a psychologically safe environment if they wish to avoid these downfalls. In this article, we'll take a closer look at what psychological safety is, why it’s so important, and what you can do to build a foundation of psychological safety. 

Psychological safety is the collective understanding within a team that it's okay to speak candidly and take risks at work without worrying about backlash. In a psychologically safe space, employees can confidently share their thoughts, ask questions, bring up issues, and own their mistakes without the looming fear of judgment or retribution. This level of trust and respect creates a climate where employees can be their authentic selves, leading to better collaboration, trust, and a more engaged team. 

A psychologically safe space doesn't mean everyone has to agree with each other on every issue — that's not realistic. But it does mean differing viewpoints are respected and employees feel secure enough to challenge the norm.  

Cultivating psychological safety at work is a strategic investment in your workforce that benefits both organizations and their employees. By creating a setting where individuals feel comfortable challenging the status quo, businesses tap into their team's full potential. 

Have you ever had a brainstorming session where everyone’s ideas were downright boring? This may be a sign that team members feel uncomfortable bringing up outside-the-box ideas. Alternatively, when employees are in a space where they know they can get creative and freely share their ideas without repercussions, they start to problem-solve differently. With fewer boundaries in place, employees can think bigger, which ultimately results in more innovative solutions. 

Psychologically safe environments also improve performance and collaboration. If trust and respect are the norm, employees will be more likely to work together effectively, share information openly, and support each other’s efforts. This creates a sense of camaraderie and mutual accountability, which in turn leads to better team cohesion, productivity, and overall performance. 

Plus, psychological safety plays a significant role in boosting engagement and satisfaction. In fact, psychologically safe companies see 76% higher employee engagement. When employees feel secure and valued at work, they're more likely to take pride in their work and go the extra mile. This sense of security also translates to longevity, reducing the costs and disruptions of high turnover. 

Fostering psychological safety in the workplace is a team effort, one that leaders and employees must take on together. Here are some practical strategies to create a psychologically safe environment. 

Create open lines of communication: When everyone feels their voice is heard, they're more likely to speak up and share. Creating a space for open, honest dialogue between team members, managers, and leaders is key. Consider scheduling team meetings and one-on-one check-ins designated specifically for feedback at least once per quarter. It's also important to create anonymous feedback channels, like company or team surveys. However, if you’re only receiving anonymous feedback, it’s likely a sign that your team’s psychological safety is low, and prioritizing these efforts is crucial. 

Empower team members to try new things: A 2023 survey by Wiley found that only about half of individual contributors say they feel safe taking risks at work, which means nearly half of the workforce doesn’t feel this sense of safety. Managers should recognize and celebrate when team members try new things — even if they fail — and call out those efforts directly during one-on-one meetings and annual reviews. And when employees try something new and succeed, it’s a great opportunity for their managers to shout it from the rooftops and share their success more broadly across the business. 

Reframe mistakes as stepping stones to growth: Managers should encourage their teams to discuss their mistakes and the lessons they learned from those mistakes. They shouldn’t expect employees to automatically admit to their mistakes, though. Instead, it may be helpful to occasionally ask team members about a mistake they’ve made recently and what they’ve learned from it. Eventually, employees will recognize that it’s okay to say, "I messed up," and to ask for help when needed. 

Despite the many benefits of psychological safety, organizations may encounter various challenges when attempting to implement it.  

One common pitfall is overlooking the critical role of leadership in establishing and maintaining a psychologically safe environment. The reality is, if you want to show employees you care about their wellbeing, leadership has to set the tone for the rest of the business. Leaders must actively demonstrate a commitment to psychological safety by modeling transparent communication, valuing diverse perspectives, and celebrating risk-taking. Without strong leadership support, efforts to create a psychologically safe workplace may falter. 

Another common misstep is focusing solely on individual behavior without recognizing the influence of the larger systems and processes at play. While personal actions are vital, an environment that supports psychological safety must be the foundation. This means establishing clear-cut guidelines for respectful communication, avenues for employees to voice their concerns, and a system that values contributions over conformity. 

And then, there's the myth that psychological safety means letting go of accountability. That's simply not true! Yes, we want to create a space where sharing ideas and owning up to mistakes is encouraged, but that doesn't mean we're not responsible for our actions. In a truly psychologically safe environment, all rules and boundaries can’t be dropped, or else the organization will be back to square one — a chaotic workplace where employees don’t feel secure. 

It’s important to note that accountability must start with leadership. By admitting when they’ve made a mistake, leaders can model ownership of flaws and show their teams that everyone is human and it’s normal to mess up from time to time.   

Measuring your investment in psychological safety 

To measure the success of your investment in psychological safety, you’ll need to take a data-driven approach. This means regularly measuring key metrics and indicators. One of the most important ways to do this is through surveys and feedback, like we touched on earlier. These tools can help you understand how employees perceive psychological safety in the organization and whether they feel they can trust organizational leadership. By analyzing survey data and feedback, you can identify areas where you might need to improve and track progress over time. 

Tracking innovation outcomes is another way to measure the impact of psychological safety. While this will look different for every business, you might keep an eye on the number of patents being filed or successful product launches, or new mediums being used for creative projects. By connecting the dots between these innovation metrics and a culture of psychological safety, we can see the tangible results of an environment that encourages risk-taking and idea-sharing. 

Keeping an eye on how your teams are doing is, of course, the number one metric. Are they collaborating well? Solving problems effectively? Meeting deadlines? Are they speaking up when they have a problem, or throwing out even the most wild ideas for discussion? By looking at these performance and social indicators, we can tell if psychological safety is really boosting team spirit, communication, and productivity. 

It's easy to fall into the trap of expecting quick fixes and feeling disheartened if change isn't immediate, but building a culture of trust and security is a marathon, not a sprint. It takes time, commitment, and a whole lot of patience from leaders and team members alike. We have to be in it for the long haul, continually measuring our success and making adjustments along the way. By continually trying new approaches and measuring each one’s success or failure, you can make informed decisions and implement targeted strategies to ensure your organization is psychologically safe. 

Learn what psychological safety is and how cultivating it in your team can unlock creativity, encourage risk-taking, and ignite breakthrough innovation.

Investing in psychological safety leads to creativity and innovation

Companies prioritizing professional growth are 94% more likely to retain their employees, with the added benefit of fostering loyalty and engagement. These companies also excel in adapting to new business processes and practices, leveraging industry expertise to stay ahead. This shows the critical role of professional growth in boosting organizational success and creating a culture of continuous learning and development. Moreover, companies with strong learning cultures are significantly more likely to be innovators and more profitable than their competitors, showcasing the vital link between professional growth and business performance.

It's clear that investing in professional growth isn't just about employee development; it's a strategic imperative for driving innovation and maintaining a competitive edge. So, are you focusing on professional growth? We'll help you...

Here are five recommended courses on Go1 that can help your organization regroup to focus on professional growth:

1. Feedback and Difficult Conversations by The Expert Academy (40 mins) 

This course will equip you with the skills to handle and benefit from negative feedback, enhancing your communication during challenging conversations. You'll learn to self-reflect and make fact-based decisions, improving how you give positive feedback and manage difficult discussions. Additionally, the course encourages self-compassion, teaching you to accept your mistakes and use them for personal growth, which is essential in environments where personal connections and individuality are key to success.

2. Being Decisive by Mindscaling (5 mins) 

Making decisions often benefits from collecting data and taking the time to weigh all the options — but managers don't always have these luxuries. In this course, you'll learn techniques to think critically and make confident decisions, even when you are short on time, or don't have all the information. You'll also learn how to support good decision-making within your organization.

3. Open Communication & Teamwork by Seven Dimensions (30 mins) 

In this course, you'll learn to promote open and honest communication through the sharing of information and reducing gossip. This course provides video case studies of highly successful organizations demonstrating how they've established open communication and teamwork, improved collaboration and a welcoming atmosphere, all making for cohesive teams.

You'll learn how to build a strong, collaborative team, where hard tasks and new challenges are accomplished, conflicts are resolved, information is shared, and new people are welcomed, whether the team works in a physical office or remotely.

4. Advancing Your Career by Interaction Training (20 mins) 

This course provides invaluable insights, practical tools, and actionable steps to not just guide you through the dynamic landscape of work, but elevate your professional brand, and position yourself for success. Learn the importance of business etiquette, networking, learning, and mentorship to effectively navigate diverse workplace environments and pursue opportunities for professional development.

5. Planning Your Own Development Module by Access Workplace Skills (15 mins) 

Everyone wants to develop and progress, and as the person with the most to gain from your own development, you should take an active role in planning for it. This module encourages you to plan ahead to reach your personal development goals. In this course, you'll look at the different approaches to development, the different types of learners, and the resources required to complete your plan. In additional to the video, this module features expanded learning content blocks and a short quiz to check your understanding.

At Go1, we’re constantly growing our content library. From fresh content providers to returning favorites updating their offerings, here’s what’s new to Go1 in June.    

Outthink is a new Go1 Content Partner specializing in cyberscience awareness, and has 160 new courses available for you! They offer mostly bite-sized (5 mins) and some longer formats of 10-30 minutes. Languages available: UK English, US English, and eight other languages including German, French, and Spanish.

SafeStack has just added 59 new courses to Go1, covering topics like Security and Privacy Awareness, Safeguarding, and Data Compliance. SafeStack courses are easy to understand and teach you about current cyber threats. Youʼll learn about possible impacts cyber attacks can have on you and your business, and the actions you can take to reduce your security risks.

Three content providers that we’re loving in June

The Expert Academy creates a diverse range of extremely informative courses hosted by world experts. Each course is led and taught by a leading expert in that field who provides learners with the knowledge and skills to master the topic.

Topic coverage: Leadership, Emotional Intelligence, Sales and Customer Service, Wellbeing, Marketing, Resilience, Communication, Negotiating Skills, Social Media, Entrepreneurship, Remote Working

95+ courses in Premium, some shorter courses but most are 60-minutes plus in duration 

Top courses: Mastering Sales: How to Hold a High Price; Difficult Conversations: How to Master Them; Resilient Business Leadership; Feedback & Difficult Conversations; Sales: The Psychology of Selling

Mindscaling is a content provider founded by Shawn Hunter, best-selling author on leadership and innovation. Over the years, Mindscaling has worked with hundreds of best-selling writers, authors, and speakers to capture, translate, and convert their ideas into actionable learning experiences. They're committed to bringing organizations short, actionable, and high-impact digital learning that drives real, measurable change.

Topic coverage: leadership and management; communication, DEI, wellbeing, resilience, strategic thinking, emotional intelligence, entrepreneurship, innovation

230+ courses in Premium ranging from 4 to 145 minutes in duration

Top courses: Raising Resiliency - Build Tolerance for Stress; Present a Professional Appearance; Change the Task, Not the Person; Be Kind To Yourself; Unconscious Bias: Break Your Bias Habit; Giving Feedback that Works

Seven Dimensions (7D) was founded in 1979 by psychologist Eve Ash, who was inspired by John Cleese to produce comedy films so learning at work could be fun! The inclusion of humor in their courses is unique to the Go1 Content Hub catalog and has helped boost this provider's popularity and engagement with employees.

Topic coverage: Leadership, Management, Personal Development, Soft Skills, Language learning, DEI

1000+ courses in Premium ranging from 2 to 70 minutes in duration 

Top courses: Appreciate Diversity and Inclusion; Build Accountability in Teams; Accepting Change; What to do if Stressed; A Guide to Whistleblowing

As we wrap up this edition of "What's trending in learning?" we hope the course recommendations and insights provided have inspired you to prioritize professional growth for youyr employees, and know that Go1 is always here to support your team's development journey. 

Stay tuned for next month's edition, where we'll continue to bring you the latest trends and resources in the world of L&D.

This month in learning is all about professional growth. Keep reading to find course recommendations and new content providers to help your employees reach their learning goals.

What’s trending in learning? June 2024

What’s trending in learning? Professional growth in June 2024