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PERSONAL TRANSFORMATION
What is stopping you from living the life you want and deserve?
PSYCHOLOGICAL SAFETY is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It’s about being able to act and engage in a team without fear of negative consequences.
It Is all about:
● A Team leader recognizes the differences between individuals
● Having a safety net where one individual can freely share thoughts and ideas
● When a Team leader wants to preserve the alignment of the team rewarding VULNERABILITY
● Moving from exclusion (I don’t feel safe in this team being myself) to INCLUSION
"I had the opportunity to work with Oscar Gimenez as an organizational development consultant. I consider him to be one of the best professionals in his area. He stands out for his commitment, systemic vision (which allows him to see beyond what happens with the naked eye in work teams), and very high customer orientation. I recommend his work as a consultant, coach, and teacher"
María Alejandra Rojas Jaeger, Senior OD Consultant
Create a culture of inclusion, resilience, and growth mindset.
PSYCHOLOGICAL SAFETY BY NUMBERS
High-trust, psychological-safe environments drive productivity, innovation, and revenue.
67% higher probability that employees will apply a newly learned skill.
50% higher productivity.
27% reduction in turnover.
57% more likely to collaborate.
76% more engagement.
40% less burnout.
13% fewer sick days.
26% mayor preparación de habilidades.
29% more satisfaction with their lives.
74% less stress.
Leaders model and respond positively.
Are your teams in danger mode or in a safety mode?
● Employees are afraid to admit their mistakes and are afraid to point them out.
● When there is a failure, the first thing is to blame someone.
● Employees don’t often venture outside of their job descriptions to support other teammates.
● The conversations are difficult because they have a hard time sharing different points of view.
● There are hardly any disagreements or differing points of view.
● In the team, there is a fear of speaking out for fear of being punished by the leaders.
● Inclusion is a weak practice in team dynamics.
● Diversity is bypassed: we are all the same when in reality we come from different cultures.
● Employees don’t know one another personally, just professionally.
"I totally recommend your programs. If you are looking to achieve your goals, the tools that Professor Oscar will provide you will be essential. His sessions have played a very important role in my personal transformation process. Thanks to the tools he has shared, I am learning to feel safer and calmer when facing life's challenges "
Rafael Alvarez Risquez, Director at Espacio con Valor
● Team members should feel comfortable asking questions, experimenting, learning from each other’s mistakes, and looking for new opportunities.
● Employees feel comfortable up to mistakes.
● Team members should be encouraged to speak up and expose problems.
● Employees faces front to difficult conversations and hot-button topics.
● Executives and team leaders tend to encourage meeting discussions.
● Feedback is frequently given or requested.
● Employees ask one another for help when they need it.
● It is safe to take a risk at work.
● Employees feel valued and included.
● Everyone should know that their experience and ideas matter equally, regardless of their title or rank.
● Members should be comfortable contributing to the group.
"I had the opportunity to work with Oscar Gimenez as an organizational development consultant. I consider him to be one of the best professionals in his area. He stands out for his commitment, systemic vision (which allows him to see beyond what happens with the naked eye in work teams), and very high customer orientation. I recommend his work as a consultant, coach, and teacher"
María Alejandra Rojas Jaeger, Senior OD Consultant
Encourage learning when things go wrong
and embrace failures as opportunities.
How do we do Psychological Safety at work?
Our process is a flexible framework that adapts, evolves, and responds to your needs. Our method takes 90 days and is tailored to each company. Every organizational culture is different and needs special attention.
The baseline
The first step is researching and understanding the particular culture regarding psychological safety. That is the baseline over which we will work.
Growing on Psychological Safety
The second step combines the most proven methodologies to work with teams and individuals by training and coaching.
Measuring changes
The third step is measuring and finding the true moment by comparing it the with baseline line.
We will design a plan based on your current journey, and will support you with a proven methodology based on behavioral science, systemic and neurolinguistics approaches, and mindfulness practice.
Want to increase Psychological safety in your company?
Complete the form below and receive an aswer within 2 days!
LA SEGURIDAD PSICOLÓGICA es la creencia de que uno no será castigado ni humillado por hablar con ideas, preguntas, inquietudes o errores. Se trata de ser capaz de actuar y participar en un equipo sin miedo a las consecuencias negativas.
Se trata de:
● Un líder de equipo que reconoce las diferencias entre los individuos.
● Tener una red de seguridad donde un individuo puede compartir libremente pensamientos e ideas.
● Un líder de equipo que quiere preservar la alineación del equipo premiando la VULNERABILIDAD.
● Pasar de la exclusión (no me siento seguro en este equipo siendo yo mismo) a la INCLUSIÓN.
"Tuve la oportunidad de trabajar con Oscar Gimenez como consultor en materia de desa rrollo organizacional. Considero que es de los mejores profesionales en su área. Destaca por su compromiso, visión sistémica (que le permite ver más allá de lo que ocurre a simple vista en los equipos de trabajo) y una altísima orientación al cliente. Recomiendo su trabajo como consultor, coach y profesor"
María Alejandra Rojas Jaeger, Senior OD Consultant
Crear una cultura de inclusión, resiliencia,
y mentalidad de crecimiento.
SEGURIDAD PSICOLÓGICA EN NÚMEROS
Los entornos psicológicamente seguros y de alta confianza impulsan la productividad, la innovación y los ingresos.
67% más de probabilidad de que los empleados apliquen una habilidad recién aprendida.
50% mayor productividad.
Reducción del 27% en la facturación.
57% más probabilidades de colaborar.
76% más compromiso.
40% menos de burnout.
13% menos días de enfermedad.
26% mayor preparación de habilidades.
29% más satisfacción con sus vidas.
74% menos estrés.
Source: The Neuroscience of Trust”. P. Zak, Harvard Business Review, January 2017
Los líderes modelan y responden positivamente.
¿Están sus equipos en modo peligro o en modo seguridad?
● Los empleados tienen miedo de admitir sus errores y temen señalarlos.
● Cuando hay un fracaso, lo primero es culpar a alguien.
● Los empleados no suelen aventurarse fuera de las descripciones de sus puestos para apoyar a otros compañeros de equipo.
● Las conversaciones son difíciles porque les cuesta compartir diferentes puntos de vista.
● Apenas hay desacuerdos o puntos de vista divergentes.
● En el equipo hay miedo a hablar por miedo a ser castigado por los líderes.
● La inclusión es una práctica débil en la dinámica de equipo.
● Se pasa por alto la diversidad: todos somos iguales cuando en realidad venimos de culturas diferentes.
● Los empleados no se conocen personalmente, solo profesionalmente.
"Recomiendo totalmente sus programas. Si estás en la búsqueda de alcanzar tus metas las herramientas que te proporcionará el profesor Oscar serán fundamentales. Sus sesiones han tenido un rol muy importante en mi proceso de trasnformación personal. Gracias a las herramientas que ha compartido estoy aprendiendo a sentirme más seguro y más calmado al enfrentar los desafíos de la vida "
Rafael Alvarez Risquez, Director at Espacio con Valor
● Team members should feel comfortable asking questions, experimenting, learning from each other’s mistakes, and looking for new opportunities.
● Employees feel comfortable up to mistakes.
● Team members should be encouraged to speak up and expose problems.
● Employees faces front to difficult conversations and hot-button topics.
● Executives and team leaders tend to encourage meeting discussions.
● Feedback is frequently given or requested.
● Employees ask one another for help when they need it.
● It is safe to take a risk at work.
● Employees feel valued and included.
● Everyone should know that their experience and ideas matter equally, regardless of their title or rank.
● Members should be comfortable contributing to the group.
"I had the opportunity to work with Oscar Gimenez as an organizational development consultant. I consider him to be one of the best professionals in his area. He stands out for his commitment, systemic vision (which allows him to see beyond what happens with the naked eye in work teams), and very high customer orientation. I recommend his work as a consultant, coach, and teacher"
María Alejandra Rojas Jaeger, Senior OD Consultant
Fomentar el aprendizaje cuando las cosas van mal.y aceptar los fracasos como oportunidades.
¿Cómo hacemos Seguridad Psicológica en el trabajo?
Nuestro proceso es un marco flexible que se adapta, evoluciona y responde a sus necesidades.
Nuestro método tiene una duración de 90 días y se adapta a cada empresa. Cada cultura organizacional es diferente y necesita una atención especial.
La línea de base
El primer paso es investigar y comprender la cultura particular con respecto a la seguridad psicológica. Esa es la línea de base sobre la que trabajaremos.
Creciendo en Seguridad Psicológica
El segundo paso combina las metodologías más probadas para trabajar con equipos e individuos a través de la formación y el coaching.
Medición de cambios
El tercer paso es medir y encontrar el momento real comparándolo con la línea de base..
Diseñaremos un plan basado en su viaje actual,y lo apoyará con una metodología comprobada basada enciencia del comportamiento, enfoques sistémicos y neurolingüísticos,y la práctica de la atención plena.
¿Quieres aumentar la Seguridad Psicológica en tu empresa?
¡Complete el siguiente formulario y reciba una respuesta en 2 días!
FAQ
- Click Order button next to the service you want to purchase and leave your contacts in a follow-up form. We will get in touch with you shortly to clarify all the details.
- Click Order button next to the service you want to purchase and leave your contacts in a follow-up form. We will get in touch with you shortly to clarify all the details.
- Click Order button next to the service you want to purchase and leave your contacts in a follow-up form. We will get in touch with you shortly to clarify all the details.
- Click Order button next to the service you want to purchase and leave your contacts in a follow-up form. We will get in touch with you shortly to clarify all the details.
- Click Order button next to the service you want to purchase and leave your contacts in a follow-up form. We will get in touch with you shortly to clarify all the details.
- Click Order button next to the service you want to purchase and leave your contacts in a follow-up form. We will get in touch with you shortly to clarify all the details.
PSYCHOLOGICAL SAFTY
Crear una cultura de inclusión, resiliencia y mentalidad de crecimiento.