Love listening to the #OntarioDigital Leadership series run by the amazing @digitaldaph, @melvchristopher and crew.

Today’s focused on working in the open with @vasta, @bella_velo, @hedia19 and Matt Thompson.

@bella_velo: Frame it this way - Is there any reason this *shouldn’t* be open? Is there a good reason why this document shouldn’t be shared?

Really love the framing of this. It asks you to really reflect on the reasons why you’re saying “no” to sharing.

@bella_velo: It comes back to trust. If there’s no trust on the team, it makes it harder to share and be open. And some people may feel more empowered than others to share.

So how do we create a culture of trust? How do we create a culture of psychological safety?

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Matt: Psychological safety seems like a buzzword but research proves it true. The smartest teams have trust. If you want to build smart teams, you need trust. Whether you like it or not, our brains need it.

@vasta: How do we build that trust?

@hedia19: Trust is lack of fear. [...] Getting over this imaginary line that we create for ourselves. Sometimes it’s baby steps.

Vasta: How do we get rid of fear when it’s tied to fear of risk?

@bella_velo: Spread the risk out so it’s not sitting on one individual. It’s shared ownership.

Matt: Loved the conversation I overheard here that building a culture of trust is a leadership requirement.

@bella_velo: Belonging is necessary. People need to feel like the belong in the culture.

@hedia19: Giving people autonomy also means saying, “I trust you.” It’s a big marker of trust on teams to give them autonomy.

Really love the chatter around the Code of Conduct and the work of the #OntarioDigital People Board.

So proud of how far it’s come from the inaugural terms I was on to its current iteration. A lot of great work has come from the board. All notes since the start shared openly.

@bella_velo: Choosing to do your work in the open, and sharing your work in the open is how you show your leadership.

It is not easy to be the person or that organization that pushes that change. It is not without its rewards or its punishments.

It all goes back to safety.