Team Performance
Team Performance refers to the collective output, efficiency, and goal attainment of a group working toward a shared objective. It is a function of individual skills, coordination mechanisms, and the social climate within the group.
Key Drivers
- Coordination: Minimization of process losses through clear roles and communication protocols.
- Motivation: Collective efficacy and commitment to shared goals.
- Psychological Climate: The extent to which team members feel safe to take interpersonal risks.
Psychological Safety
A critical substrate for high performance, defined as a shared belief that the team is safe for interpersonal risk-taking.
- Definition: The ability to be vulnerable in the workplace without fear of negative consequences such as punishment, humiliation, or rejection.
- Impact: High levels correlate with increased learning behavior, innovation, and error reporting, directly enhancing Team Performance.
- Authority: Established by Amy C. Edmondson as a prerequisite for leveraging diverse expertise.
- Reference: See Psychological Safety – Amy C. Edmondson for detailed commentary and source verification.
Interdependencies
- Trust: Psychological safety is often mistaken for trust, but is distinct; it is about the system’s response to failure rather than interpersonal bonds.
- Conflict: Facilitates constructive cognitive conflict while mitigating affective conflict.