Foundations for a new team
Trust, culture, recruitment law and hybrid working.
A half day on foundations for a new team: trust and psychological safety, collective intelligence, building culture, recruitment and pay law, hybrid working and teaming across boundaries.
- Level
- Explore
- Learning time
- 5 hours
- Where
- Leading people
- Price
- £129
When you step up to a higher level, what you paid in the last 12 months for lower-level courses inside the bigger course comes off its price, in proportion to how much of each is inside it, whichever topic it's from. Courses at the same or a lower level don't give credit against each other. A Focus course or above always costs at least £15. Read the full terms
Certificate of Completion, or Certificate of Completion and Assessment with a short assessment
Overview and Outcomes.
Who It's For
Managers and service leads forming new or multi-agency teams in public service and the voluntary sector
Overview
Teams learn only when it is safe to speak, and a new team sets its habits of trust and fairness early. The second half of the Immerse Starting from scratch begins with Amy Edmondson on psychological safety, collective intelligence, closed-loop communication and the World Health Organization Surgical Safety Checklist. It turns to culture through Schein's embedding mechanisms and a three question safety audit, then to the law: recruitment under the Equality Act, and pay, hours and holidays, with lessons from Birmingham City Council. The course ends with hybrid and distributed teams and with teaming across boundaries, illustrated by the Chilean mine rescue.
Aims
Put simply, the aim is to help managers set a new team's habits of trust, fairness and lawfulness early: building safety from the first meeting, recruiting and paying people properly, and keeping a team connected and accountable when it spans places and organisations.
In summary, you will be able to:
- Use psychological safety and closed-loop communication to build trust from a new team's very first meeting.
- Apply the Equality Act and the rules on pay, hours and holidays to recruit and reward fairly, learning from Birmingham City Council.
- Lead a hybrid or multi-agency team across boundaries, drawing on teaming and the Chilean mine rescue.
What you'll develop
Across this Explore, you will develop the ability to:
- Explain Edmondson's definition of psychological safety and use the standards and safety matrix to place your team.
- Explain the hidden profile problem and why groups tend to lose information that only one member holds.
- Identify Schein's embedding mechanisms, both day to day and through systems, and explain why they shape culture more than formal statements.
- Explain what psychological safety is and is not, and how it combines with high standards to create a learning zone.
- Identify how affinity and confirmation bias shape selection decisions and use structured, evidence-based interviewing to reduce them.
- Identify how local decisions on working time, deductions and unpaid tasks can bring a worker's average pay below the legal minimum.
- Explain swift trust and how reliable behaviour sustains trust at a distance.
- Explain Edmondson's teaming and its four behaviours, and the three pillars of the team of teams model.
Built from 8 modules.
5 hours of learning.
- 01Trust and Psychological SafetyTeam Development37 min
- 02Communication, Information and Collective IntelligenceTeam Development39 min
- 03Building and Changing Culture, and Culture in MergersCulture in Organisations44 min
- 04Trust, Safety and Strong CulturesCulture in Organisations41 min
- 05Recruitment, Selection and Starting WellPeople Management and Employment Law37 min
- 06Pay, Hours and HolidaysPeople Management and Employment Law38 min
- 07Virtual, Hybrid and Distributed TeamsTeam Development38 min
- 08Teaming Across Boundaries: Multidisciplinary and Multi-Agency TeamsTeam Development38 min