Best of all, taking the Study of Google (The five keys to a successful Google team) the core protocol approach really matters regarding the first key of the study: psychological safety. Developing a team which stops behavior like judging and defending will lead to trust, awareness and openness to each other and that´s the basement of psychological safety.
Peter Antman writes about my one-hour presentation on Crisp’s Blog. He finds utility in the culture-as-a-protocol-stack model that I shared: “I knew about the Core Protocols since before, but clustering them in a stack made it so much easier to understand and apply the protocols.” Peter also connects the Core Protocols to Google’s work:
Given the recent published studies from Google on successful teams (members are good at “social sensivity”) the next protocol level is like the perfect match: doing a Check-in by telling how you are actually feeling right now. You learn to acknowledge your self and you learn to accept that we have feelings and that we carry them with us in the meetings.
Thank you, Hannes and Peter! I am grateful you both for sharing your thoughts and for connecting this work with the Tuckman Model and Google’s ideas on psychological safety. I notice that there’s a lot of research on team characteristics correlating to high performance, but there’s very little published on how teams can learn and embody these attributes. The Core Protocols are just the thing for teams that want high performance!