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" Exhibit 2.1: Behaviors Driving Teaming Success Speaking Up: Teaming depends on honest, direct conversation between individuals, including asking questions, seeking feedback, and discussing errors. Collaboration: Teaming requires a collaborative mindset and behaviors—both within and outside a given unit of teaming—to drive the process. Experimentation: Teaming involves a tentative, iterative approach to action that recognizes the novelty and uncertainty inherent in every interaction between individuals. Reflection: Teaming relies on the use of explicit observations, questions, and discussions of processes and outcomes. This must happen on a consistent basis that reflects the rhythm of the work, whether that calls for daily, weekly, or other project-specific timing. "
― Amy C. Edmondson , Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy
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" Psychological safety is broadly defined as a climate in which people are comfortable expressing and being themselves. More specifically, when people have psychological safety at work, they feel comfortable sharing concerns and mistakes without fear of embarrassment or retribution. They are confident that they can speak up and won't be humiliated, ignored, or blamed. They know they can ask questions when they are unsure about something. They tend to trust and respect their colleagues. When a work environment has reasonably high psychological safety, good things happen: mistakes are reported quickly so that prompt corrective action can be taken; seamless coordination across groups or departments is enabled, and potentially game-changing ideas for innovation are shared. In short, psychological safety is a crucial source of value creation in organizations operating in a complex, changing environment. "
― Amy C. Edmondson , The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth
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" In an era when no individual can know or do everything needed to carry out the work that serves customers, it's more important than ever for people to speak up, share information, contribute expertise, take risks, and work with each other to create lasting value. Yet, as Edmund Burke wrote more than 250 years ago, fear limits our ability for effective thought and action – even for the most talented of employees. Today's leaders must be willing to take on the job of driving fear out of the organization to create the conditions for learning, innovation, and growth. "
― Amy C. Edmondson , The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth
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" Fowler, like other new Uber hires, had been advised of the company's core values.47 Several of those values were likely to have contributed to a psychologically unsafe environment. For example, “super-pumpedness,” especially central to the company, involved a can-do attitude and doing whatever it took to move the company forward. This often meant working long hours, not in itself a hallmark of a psychologically unsafe environment; Fowler seems to have relished the intellectual challenges and makes a point to say that she is “proud” of the engineering work she and her team did. But super-pumpedness, with its allusions to the sports arena and male hormones, seems to have been a harbinger of the bad times to come. Another core value was to “make bold bets,” which was interpreted as asking for forgiveness rather than permission. In other words, it was better to cross a line, be found out wrong, and ask for forgiveness than it was to ask permission to transgress in the first place. Another value, “meritocracy and toe-stepping,” meant that employees were incented to work autonomously, rather than in teams, and cause pain to others to get things done and move forward, even if it meant damaging some relationships along the way.48 "
― Amy C. Edmondson , The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth