What does it feel like to be part of a team that can rapidly iterate on cycles of learning and executing, especially under conditions of high stress and ambiguity?
Amy Edmundson put it well in Psychological Safety and Learning Behavior in Work Teams:
I conceptualize learning at the group level of analysis as an ongoing process of reflection and action, characterized by asking questions, seeking feedback, experimenting, reflecting on results, and discussing errors or unexpected outcomes of actions. For a team to discover gaps in its plans and make changes accordingly, team members must test assumptions and discuss differences of opinion openly rather than privately or outside the group.
Reflection and action, learning and doing.
It turns out this kind of environment isn’t unique to Aptible at all, in fact companies like Google, Microsoft, and ADP have spent decades and millions of dollars researching what makes the best performing teams work.
Google found that the most consistent, high-performing teams demonstrated these team dynamics.
ADP’s research found similar results, phrased in terms of your individual experience.
- At work, I clearly understand what is expected of me.
- In my work, I am always challenged to grow.
- I have the chance to use my strengths every day at work.
- I know I will be recognized for excellent work.
- I’m really enthusiastic about Aptible’s mission.
- I have great confidence in Aptible’s future.
- My teammates have my back.
- In my team, I’m surrounded by people who share my values.
At Aptible, we seek to create an environment where we we operate in the “Learning Zone”: This is where psychological safety meets accountability for meeting demanding goals.