Embracing collaboration and trust for a more innovative and inclusive workplace
An operating system that’s made for diversity
Every time we enter a new social setting or group, we naturally adopt the “operating system” that governs that environment. Think of it like a computer's operating system—without it, the machine wouldn’t know how to function. Similarly, we rely on unwritten rules and expected behaviours to help us navigate and engage with different groups.
Our social operating systems guide us through interactions, making life more predictable and manageable. For example, when we walk into a church, we instinctively lower our voices, following social cues without being told. In the workplace, similar guidelines help us understand how to behave—how we interact, contribute, and collaborate.
In the past 20 years, our workplace “operating system” has undergone a significant upgrade driven by technological advances. This shift has sparked a cultural transformation, moving workplace dynamics from top-down authority to a more collaborative model. In fact, collaboration within teams is now 50% more common than it was two decades ago.
Workplaces that embrace this new operating system foster greater diversity and inclusion, leading to more creativity, better problem-solving, and, ultimately, stronger results. The positive impact is undeniable.
A changing operating system for teams
Today, teams work together as equals to solve problems. Unlike traditional structures where people follow orders, modern teams blend diverse perspectives and skills to tackle complex challenges. This is where the true power of diversity and inclusion shines—an entirely new operating system that gives teams more autonomy over their work.
This shift brings about a profound change in how teams operate, allowing them to:
Plan the work: Empowered teams can decide what tasks to prioritise and what can wait. With this autonomy, they’re no longer bogged down by time-consuming status reports or slow processes, enabling them to move quickly and efficiently.
Solve problems: Teams feel safe to experiment and learn in this environment. When something doesn’t work, it’s part of the journey. Mistakes become valuable lessons, not sources of punishment.
Make quick decisions: Empowered teams have the confidence to make decisions in real-time, whether that means adjusting course or stopping a project that isn’t working.
Review progress constantly: Teams are empowered to review and give constructive feedback to ensure they’re always on track. This continuous evaluation helps them course-correct before wasting time, resulting in faster, more effective outcomes.
The real shift here is the safety and support to work together. Teams now have the freedom to collaborate in ways that weren’t possible before, and that’s a fundamental change in how we work. The old top-down model, where everyone looked to the boss for the answers, was rooted in social norms of conformity and following instructions. It worked when work was about production and tasks with clear, pre-written solutions.
But today’s challenges require more than a rigid, top-down approach. The questions we face now don’t have pre-written answers. Consider these examples:
How do we do what we do now, but in a more sustainable way?
How can we innovate and stay ahead of the curve?
How can we use AI to drive change?
These are the questions of today’s workplace—questions that can’t be solved with one-size-fits-all answers. They need the power of diverse perspectives.
This is where empowered teams come in. Empowered teams thrive on a horizontal operating system that values diversity and each team member's unique perspectives. To get to this place, the work culture must evolve. People need to feel that it’s okay to behave differently and share ideas that challenge the status quo.
But this shift doesn’t just apply to team members—it’s just as important for leaders. Leaders must create a space where it’s okay to admit they don’t have all the answers, just as it’s OK for team members to share their ideas. In many ways, the leader’s role isn’t to step forward with all the answers but to step back and empower others to lead.
Introducing a new culture into an organisation is no easy task. People need support to reset their mindset and embrace this shift.
Enter psychological safety: the operating system for empowered teams
This is where psychological safety comes in—an operating system designed for empowered teams.
Psychological safety is the foundation that allows teams to feel comfortable sharing ideas, admitting mistakes, expressing vulnerabilities, and providing constructive feedback. It shifts teams from a conformist mindset to one of empowerment, where all voices and ideas are heard. For leaders, it changes the role from being the person with all the answers to creating an environment where others are empowered to contribute and innovate.
By creating a culture where teams feel safe collaborating and experimenting, leaders can step down from their superhero perch and foster a new energy that benefits everyone. And that’s when the magic happens.
