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Timothy R. Clark

Oxford-trained social scientist, CEO of LeaderFactor, HBR contributor, author of "The 4 Stages of Psychological Safety," cohost of The Leader Factor podcast

Timothy R. Clark is the founder and CEO of LeaderFactor, a training and consulting firm located in Salt Lake City, Utah.235 He is also an Oxford-trained social scientist.467 Clark is a contributing writer for the Harvard Business Review and has written over 200 articles on leadership, culture, change, strategy, and human capital in publications such as Forbes and Fast Company.135 Additionally, he is the author of five books, including "The 4 Stages of Psychological Safety".35

Clark has an extensive educational background, including a Ph.D. in Social Science from Oxford University, a master's degree in Government and Economics from the University of Utah, and a bachelor's degree from Brigham Young University, where he was named a first-team Academic All-American football player.125

Before his work with LeaderFactor, Clark was the President and CEO of Decker Communications and Novations SDC, and he also served as a vice president of operations and plant manager at Geneva Steel Company.125

Highlights

Aug 29 · linkedin

The single most important question you can ask to determine the level of psychological safety on a team is: “Is it expensive to be yourself?”

Here’s a self-assessment that includes 12 common breaches of psychological safety that routinely occur in organizations. Ask yourself if you have experienced any of these breaches in the last 24 hours:

  1. Have you felt excluded in a social setting?
  2. Have you been afraid to ask a question?
  3. Have you remained silent when you knew the answer to a problem?
  4. Have you had someone else steal credit for something you did?
  5. Have you given a suggestion that was ignored?
  6. Have you been rudely interrupted in a meeting?
  7. Have you felt that you were the target of a negative stereotype?
  8. Have you faced retaliation for challenging the status quo?
  9. Have you had a boss who asked for feedback but didn’t really want it?
  10. Have you been publicly shamed or made fun of?
  11. Have you been punished for making an honest mistake?
  12. Have you been made to feel inferior?

Is there a human being that hasn’t experienced at least one of these breaches of psychological safety? Unfortunately not, they happen every day.

No wonder most teams don’t perform at capacity. No wonder so many employees feel disengaged. No wonder we often feel that it’s expensive to be ourselves!

When you respect your teams' innate humanity and permit them to engage across psychological safety's four stages, you create sanctuaries of inclusion and incubators of innovation.

Only then will your people will feel safe to be their authentic selves and will create value exponentially.

Aug 16 · linkedin

Take a look at these signs that you're a fragile leader. What else would you add to this list?

• Cannot be challenged. • Hides mistakes. • Never admits personal failures • Refuses to ask for help. • Steals credit. • Shoots the messenger of bad news. • Weighs in first with their opinion. • Can’t bear silence. • Won't utter the words, “I don’t know.” • Has underdeveloped asking and listening skills. • Brings conversations back to them. • Fishes for compliments and admiration. • Hides behind title, position, and authority.

Fragile leaders lack the skills they need to lead the organization. Instead, they get in the organization's way.

Why can some leaders unleash the potential of individuals while others can’t? The difference is psychological safety.

A leader’s most important job—above that of creating a vision and setting strategy—is to act in the role of social architect and nourish a context in which people can feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo—all without fear of being embarrassed, marginalized, or punished in some way.

The way you approach psychological safety will define the way you value human beings and your relationships with them.

It will define the way you draw people out or shut them down, create confidence or induce fear, encourage or discourage.

It will determine how you lead and influence others.

#psychologicalsafety #leadershipdevelopment #4stages

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Timothy R. Clark
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Salt Lake City, Utah, United States