The Next Next Common Sense
attribute their critiques of approaches favored by senior leaders, the com- bination of transparency and hierarchy can stifle essential feedback de- spite nominal openness. Organizations addressing this tension effectively develop what psy- chological safety researcher Timothy Clark calls “attribution shields”— mechanisms that enable transparent contribution while providing ap- propriate protection for vulnerable participants. Bridgewater Associates’ “believability-weighted decision making” exemplifies this approach, cre- ating transparent attribution of all perspectives while explicitly weighting input based on demonstrated expertise rather than hierarchical position. This framework maintains transparency while reducing its potential in- timidation effect. PA rt tarcitbi cuat li oAnpapnr odaSc ha feest yt o B a l a n c i n g Leading organizations implement several concrete practices to navi- gate these tensions productively: Staged Attribution Systems Rather than making all attribution im- mediately public, staged systems increase visibility gradually as contribu- tions mature. Early-stage ideas might be attributed within small teams, then receive broader attribution as they develop, and finally enter fully transparent documentation when sufficiently evolved. This staging creates space for psychological safety while maintaining ultimate transparency. Psychological Safety Metrics Organizations measure psychological safety alongside attribution transparency, recognizing that the benefits of transparent systems depend on whether people feel safe enough to contribute within them. Regular assessment of psychological safety using validated measures helps identify when attribution transparency might be creating unintended chilling effects. Transparent Failure Celebration When organizations deliberately celebrate valuable failures with full attribution, they transform what might otherwise be feared documentation into recognized contribution. Rocket
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