Améliorer la communication avec la Psychological safety
La communication est donc un point clé pour améliorer la performance d’une équipe; comment l’améliorer ?
- Psychological safety: Can we take risks on this team without feeling insecure or embarrassed?
Psychological safety was far and away the most important of the five dynamics we found — it’s the underpinning of the other four. How could that be? Taking a risk around your team members seems simple. But remember the last time you were working on a project. Did you feel like you could ask what the goal was without the risk of sounding like you’re the only one out of the loop? Or did you opt for continuing without clarifying anything, in order to avoid being perceived as someone who is unaware?
C’est le biais principal qui votre communication un atout ou un obstacle au sein de l’équipe. Cette notion de sécurité psychologique est également évoqué dans Agile et Scrum avec les notions de transparence, de confiance et plus généralement avec la dimension humaine
L’importance d’une “High trust culture/communication” est également développé dans The DevOps Handbook - Chapitre 4
Just as Dr. Westrum found in healthcare organizations, a high-trust, generative culture also predicted software delivery and organizational performance in technology value streams.
By removing blame, you remove fear; by removing fear, you enable honesty; and honesty enables prevention. (Macri “Morgue”)
Dr. Spear observes that the result of removing blame and putting organizational learning in its place is that organizations become ever more self-diagnosing and self-improving, skilled at detecting problems [and] solving them.
Quelles conséquences
Le livre The DevOps Handbook - Chapitre 4 - Part I décrit 3 voies qui encadrent les processus, les procédures et les pratiques de DevOps, ainsi que les étapes prescriptives.
- The First Way: Flow/Systems Thinking
- The Second Way: Amplify Feedback Loops
- The Third Way: Culture of Continual Experimentation and Learning
Et en conclusion de la partie nous pouvons lire
Although fostering a culture of continual learning and experimentation is the principle of the Third Way, it is also interwoven into the First and Second Ways. In other words, improving flow and feedback requires an iterative and scientific approach that includes framing a target condition, stating a hypothesis about what will help us get there, designing and conducting experiments, and evaluating the results. The outcomes are not only better performance, but also increased resilience and improved organizational adaptability.
Ainsi, implémenter une culture d’entreprise de confiance permettra d’augmenter la performance car le Lead time se verra réduit car les équipes n’auront pas peur de proposer de soulever les points bloquants (e.g. dépendances inter-équipes, silo) et seront forces de proposition pour améliorer le processus.