How can you encourage risk-taking in your virtual meetings?

If the leader(s) of the meeting create a psychologically safe space by demonstrating a willingness to be vulnerable about humanly real experiences they've had, perhaps failed through and learned from, others will have a stronger likelihood of engaging in a similar behavior. This can be a significant step in building trust, confidence and belonging amongst diverse groups of all sizes whether the members have known each other for a long time or not, or a mixture of both.

This can be a tough one, especially for newer team members as they have to find their footing in a virtual environment vs. in-person. I try to create a safe and open environment where all ideas are valued. I lead by example by sharing ideas and actively soliciting input from everyone encouraging their opinions. I try to acknowledge and reward risk-taking, try to foster a culture of learning, rotate meeting leadership, and follow up on the ideas shared.

I prefer to begin my meetings with a question that is open-ended, approachable, and inclusive, ensuring it's accessible to everyone present. By encouraging participants to respond to this question early in the meeting, my aim is to lower any barriers to speaking up and contributing. This initial engagement is a crucial step in creating a more open and participatory atmosphere for the rest of the session. It helps to establish a comfort level with sharing and interacting, setting a positive tone for the entire meeting.

Take a proactive stance in ensuring diverse voices are heard during virtual meetings. Designate time for individuals to share unique perspectives, especially those from underrepresented groups. Embracing diverse viewpoints fosters a more comprehensive understanding of challenges and, ultimately, leads to more innovative and sustainable solutions.

Just remember that your actions speak louder than words. As the leader in that meeting, you set the tone with everyone in attendance. Consistency with your actions is crucial. It can make the difference between participants adding value or just showing up and checking the block.

From the start of the meeting, make it clear that you value risk-taking and that you want to hear new ideas, even if they are not fully formed.

Start the meeting on a positive note with a brief agenda to the meeting.Be willing to share your own unique ideas, encourage participants feel comfortable in sharing their ideas. This will show participants that it's okay to take risks. When participants share their ideas, focus on the positive aspects of their ideas & how they can be improved. This will help participants feel more confident in their ability to take risks & will encourage them to continue taking risks in the future. Taking into account the diversity of teams, varied perspectives, & distinct personalities, fostering a positive virtual meeting environment where every participant feels empowered to share their ideas can cultivate an attitude of risk-taking in each individual.

Risk taking is risky! Although we hear often that risk taking is the path to grow, self development, and acheiving success, it can be also a massive deal breaker. In ideal world, risk taking can be a good thing to make, however in reality, risk takers can get into a conflict with those who are against change who wish to keep things as they are, so they do not need to spend effort to coop with changes. We hear many stories about talents who lose their jobs because their risk taking behaviour went against thier managers wishes. So my advise, before you conduct any risk taking activities think about the enviornment in which you plan to take a risk. P.S: the above paragraph is organic, original and written by me, not by AI app.

Extend the concept of creating a safe environment by emphasizing transparent leadership. Communicate openly about your own challenges and lessons learned. By demonstrating vulnerability as a leader, you not only destigmatize failure but also set an example that encourages your team to take calculated risks.

After you've laid clear expectations and created a safe place and an environment that people feel supported, lead by example. "Now that we've set expectations and asked you to take risk, let me be the first to do it..." Then dive into your risky idea. Show them how it's done in a positive way.

Risk-taking happens only in psychologically safe environments. To encourage risk-taking within your team, as leaders we need to show our vulnerable side by talking about the times we took risks and failed. Talking about success always creates pressure on the team to get it right the first time. The philosophy should be more of fail fast, learn fast.

Creative & mistakes are alllllll together!! To create innovation - you often trip along the way (but still stay on your feet)!! Be bold. Try. Solve problems. Appreciate your team. Go be epic. Thanks - Sheila

Whilst agreeing with the content above, I would venture to add a few points: Keep on-line meetings short, it encourages focus. Keep numbers per session down it fosters better rapport. Make time for self introductions, listen carefully and engage with each and every participant, it encourages discussion. Lay down the 'engagement policy' ie. sticking to agenda, time limits for speakers, criticism as long as it is constructive and not personal etc. Finally, personally highlight the positives in each idea proposed (let peers thrash the negatives), this encourages risk taking.

A piece of advice to create a safe and supportive environment in virtual team meetings is to establish clear rules of conduct, such as respecting speaking turns, avoiding interruptions, and promoting active listening. It is also important to create a space where team members feel comfortable expressing opinions and emotions, and where empathy and mutual understanding are encouraged. Additionally, ensuring the security of the virtual platform used and establishing protocols for handling confidential information are crucial. Lastly, make sure to foster an inclusive and equitable environment where everyone has the opportunity to participate and contribute to the team.

While it's not possible to create a space that is psychologically safe for everyone, it's possible to create spaces that are honoring, respectful, and responsive. In the virtual (or in person) space, it's important that efforts are taken to include and acknowledge the perspectives of everyone. When people share their thoughts or experiences, acknowledge what they have said. Often, when we are uncomfortable, or people share experiences or ideas that are uncomfortable, we have a tendency to skip over what they shared. Creating a space that recognizes the contributions of everyone and encourages it without instilling fees or concerns for adverse outcomes, is key.

Fostering risk-taking in virtual meetings starts with creating a safe and supportive environment. This means actively showing empathy, appreciation, and recognition, and leading by example – sharing personal failures and learnings, admitting mistakes, and seeking help when needed. Such an atmosphere reduces the fear of failure, rejection, or criticism, encouraging team members to express their ideas freely.

Check in at the outset: A minute per attendee to share what’s bothering them today. It clears the air, allows for everyone to let go, truly be present/engaged. Follow up Q on “For this workshop to be a success, what are you going to contribute?” Appreciate cliche’s: all ideas = good ideas, only yes and comments allowed. No but, is not allowed. Reinforce objective w/out fear : “With no restrictions, what would we be doing to be truly successful?” Contra question to reinforce safety: “What’s the worst that can happen?” Apply support facilitation: Step in to maintain supportiveness in the face of excess negativity etc. Appreciation round-ask each individual to pick one person in group and highlight something they said/did that you appreciate.

Some people love to speak up first, while others prefer to take time to process new information. Include a time before or during the meeting for participants to individually contribute their ideas through writing. This way the best ideas can be presented instead of the loudest.

innovation is possible only through diverse thinking. when we try to solve a problem the way we have always done, we end up at the same solution aka no innovation. Hearing everyone's perspective is therefore critical. Two things that have helped teams I have led: 1. Round robin - In a free-flowing discussion, extroverts occupy all the space. Therefore, have a round-robin where everyone gets to share their ideas. 2. Speak last - as a leader you set the tone. if you share your idea first, everyone will toe the line and there is a risk of losing fresh ideas. Speak last, summarizing everyone's perspectives.

Promote a culture of brainstorming and experimentation in virtual meetings by explicitly inviting diverse perspectives and creative input. Create dedicated sessions for idea generation, allowing participants to freely express their thoughts without immediate evaluation. Encourage experimentation by highlighting the value of trying new approaches and learning from the process. Reinforce that the goal is to explore innovative solutions, fostering a mindset that embraces the potential of diverse ideas and experimentation in achieving collective success.

Rotate Leadership Roles: Assign different team members as meeting facilitators. It will diversify perspectives and encourage individuals to take on leadership responsibilities, fostering a sense of ownership.

In addition to promoting brainstorming and experimentation, it is equally vital to emphasize the importance of embracing the concept of "failing fast" within your team. By fostering an environment that values learning from mistakes, team members are more likely to take calculated risks and push the boundaries of their ideas. Embracing the notion of "failing fast" encourages teams to quickly identify what works and what doesn't, leading to more efficient iterations and ultimately better results in less time. This collaborative and iterative approach not only enhances problem-solving but also strengthens team resilience and adaptability in the face of challenges.

In addition, Promote risk-taking by encouraging creative brainstorming and experimentation in virtual meetings. Use interactive tools like online whiteboards and breakout rooms to facilitate dynamic idea generation and collaborative problem-solving.

One thing I’ve found very helpful in this aspect is to piggyback off of each others’ ideas. Go with some “if-then”’s to help visualize potential outcomes of any idea (especially highlighting the positives) to encourage the continued inflow of more ideas

Ideation is both an art and a science. In my opinion, in person sessions are far more powerful and productive than virtual, but there are multiple techniques that can be employed virtually as well. Start with pre-read articles or questions to start the creative juices before you meet. Select topics that explore possibilities beyond what exists today such as futurists or current trends. Next, design and select a venue-environment that is conducive to be playful and open minded. If your session is virtual, then music, visual stimulation or beginning with a fun game that can break the ice and help people begin feeling comfortable talking and sharing. As you move into ideation begin with a few examples that are close to what you envision.

Dedicate time in your virtual meetings for brainstorming, where every idea is welcome and valued. At Optix, we encourage our team to embrace 'thinking outside the box' by engaging in activities like mind mapping or creative workshops. This approach not only sparks innovative ideas but also builds a sense of collective ownership and excitement. For instance, we often break into smaller groups to generate ideas on specific topics, then reconvene to share and build upon these ideas collectively. By doing this, we create a dynamic environment where experimentation is encouraged, and every team member feels empowered to contribute creatively and meaningfully.

In my experience you will have to lead by example on this topic. There are times when many of your team members may be afraid to take the first step to open up and step outside of the safe areas of a meeting. Letting your team see you create a safe space by speaking on new and emerging topics first will help them engage and not be afraid to step outside of the unspoken boundaries. Be willing to show vulnerability in your ideas and invite criticism from your team to spark the openness and creativity needed for your team to let their guard down. Your team will need to know they won't be attacked or chastised for being outspoken and open.

In a virtual organization, feedback and learning opportunities are critical for individual and collective growth. Without traditional in-person interactions, it becomes more important to provide regular feedback to team members. Feedback is a tool to help individuals understand strengths and opportunities, enabling increased performance and contribution to the organization's goals. Learning activities are also necessary for building capabilities and knowledge sharing. Virtual organizations use new technologies, and have changing expectations, which require continuous learning and adaptation. Here are additional tips: 1. Establish a feedback and learning culture. 2. Provide regular and timely feedback. 3. Lead with love.

Effective coaching and peer mentoring are pivotal in virtual meetings to enhance team member accountability and clarity in decision-making. Pairing experienced leaders with other team members facilitates knowledge transfer and skill development. Crucially, leaders must align feedback with each team member's objectives, ensuring it contributes to their personal and professional growth. Employing methods like the 'sandwich model' for feedback — where constructive criticism is sandwiched between positive comments — makes the feedback more palatable and actionable.

Fully leverage your team members to create meaningful and actionable feedback during meetings. You can do this by stating some easy ground rules such as “open floor”, “healthy debate”, and “permission to disagree with the leader and other team members”. As a leader, communicating your willingness to bend your opinions, and honest intentions for the team’s ultimate success will help build trust and clarity. As a leader, being direct in your coaching with your intent to genuinely be helpful fully visible in every word. A smile always helps convey how you care and eye contact can go a long way to smooth over when you don’t have the exact right words. Lastly, relax and try to engage in a personal way.

After each virtual meeting, provide constructive feedback on the ideas discussed. We utilise behaviour coaching to unlock the potential in our team members. If a team member proposes a novel idea that isn't immediately actionable, we use coaching to explore their thought process and encourage further development of their creativity. This method focuses on the positives and potential for growth, using each session as a stepping stone towards innovation. It ensures that even if an idea isn't immediately viable, it's viewed as a valuable learning experience. We encourage our team to view each risk taken as an opportunity for personal and professional development, fostering a culture of continuous improvement and creative thinking.

Feedback and learning are essential components of encouraging risk-taking: Constructive Feedback: Provide constructive feedback on both successful outcomes and failures. Focus on specific actions and their impact rather than personal attributes. Debriefing: After taking risks, conduct debriefing sessions to analyze the outcomes. Explore what worked, what didn't, and what can be learned for future endeavors. Learning Culture: Cultivate a learning culture where continuous improvement is valued. Mentoring and Coaching: Pair less experienced team members with mentors who can guide them in risk-taking and decision-making. Coaching can help individuals build confidence in their abilities.

Understanding that constructive feedback is essential for learning and growth. Ensure that feedback is given in a manner that focuses on the idea and its potential, rather than on the individual proposing it. Highlight the learning opportunities from previous risks taken, regardless of its immediate success.

Conclude a workshop with a summary and a challenging takeaway question as an example - By doing the things we have discussed today, what is stopping us from going further, faster? Individuals to share back individually or to the group- personal choice with the facilitator to provide coaching support to guide individuals on their own thinking re risk taking boundaries.

A piece of advice is to establish a structured format for feedback, allowing each team member to express their opinions clearly and respectfully. It's essential to encourage active participation and empathetic listening among the participants. Additionally, focusing on observable facts and behaviors rather than personal judgments is important. Lastly, providing specific, constructive feedback by identifying areas for improvement while also highlighting achievements and strengths is crucial. Instilling a culture of continuous feedback will also enhance the effectiveness of virtual team meetings.

Kobe Bryant once said, "The most important thing is to try and inspire people so that they can be great in whatever they want to do." To foster a culture of risk-taking in virtual meetings, providing feedback and learning opportunities is crucial. Feedback allows the team to learn from both successes and failures, enhancing their performance and skills. Learning opportunities help team members develop knowledge, competencies, confidence, and motivation. These approaches allow individuals to reflect on their actions and receive constructive guidance for improvement. Additionally, leveraging online resources and courses can help the team learn new concepts and techniques, expanding their skill set.

I believe that encouraging risk-taking in virtual meetings can be achieved by providing constructive feedback and ample learning opportunities. Such an environment, where successes and failures are analyzed for improvement, and where knowledge and competencies are continuously developed, naturally fosters confidence and motivation to take risks. Utilizing methods like debriefing, mentoring, and peer reviews in virtual settings further enhances this culture.

When you have virtual teams, building trust is always a challenge. Also for virtual team members, the psychological fear of "out of sights. out of mind" always hunts. Its sort of long distance relationship. With that psychological safety and leading by example plays the key. 1. Introduce "Risk /Reward" culture where higher the risk, higher the reward 2. No penalties for failures, but rewards for attempts and efforts 3. Build blameless culture

Role model with vulnerability and curiosity… everyone has blind spots (so me as well:)) and together you come to a better answer! Don’t shut down people who say things you don’t like, explore first (unless its against any values) and invite silent people to contribute. Create an environment focused on learning and improvement and have fun!

Use icebreakers and warm-up activities: Start the meeting with icebreakers or warm-up activities that encourage creativity and risk-taking. These activities can help engage on a personal note and open up to to take risks. Provide opportunities for brainstorming: Incorporate brainstorming sessions into the meeting agenda. Use techniques such as mind mapping or rapid ideation to stimulate creative thinking and encourage participants to generate unconventional ideas. Encourage diverse perspectives: Emphasise the importance of diverse perspectives and encourage participants to share their unique viewpoints. By promoting diversity of thought, you create an environment that supports risk-taking.

While the principles for encouraging risk-taking remain similar in virtual and face-to-face, the virtual setting might require additional effort to ensure everyone feels comfortable speaking up due to potential technical barriers or the lack of non-verbal cues. Employing icebreakers, setting clear expectations, and providing multiple avenues for participation can help bridge this gap in virtual meetings. Encouraging risk-taking in virtual meetings involves creating a safe and inclusive environment. Start by fostering open communication, actively listening to diverse perspectives, and emphasizing that ideas, even unconventional ones, are valued. Use collaborative tools effectively to engage participants and encourage contributions.

Rather than taking away valuable time at the beginning of meetings by hosting an ice-breaker or conducting small talk, consider setting a separate meeting that's specifically carved out for the purpose of getting to know each other better. This is done best in smaller groups but if you want to do this with a large group, structure it so that one person or a handful of people are featured per meeting and they can share about themselves around a specific prompt. Keep the meetings short and sweet, less than 30 minutes is ideal and be considerate of everybody's meeting load by scheduling it during relatively light meeting days. Make sure to schedule assignments ahead of time so that people can prepare and ensure that everybody gets a turn.

As a Leader, take the time - go out of your way if you have to - to know your key decision makers and collaborators. Understand what they value as well as what motivates them. When you can connect with the individual at their level of perspective, you can draw the best out of people. They will take risks and play full out when they see it's safe to do so.

Introverts may well be some of your best reflectors. If your team is blessed with lots of extroverts and talkers, consider using tools like Slido that support a written input to the group. The word cloud feature is great for capturing themes. Also consider mini surveys or polls, either via the Teams feature or Forms (which also has named or anonymous options)

Scheduled creative breaks provide a mental reset, helping fresh perspectives. This break from routine stimulates unconventional thinking, fostering a mindset open to risk-taking during virtual team meetings.