Both cognitive and affective trust are essential in a strong, psychologically safe team. This means that the bigger the group, the. Acknowledge your own fallibility, and seek others input. It takes courage. Santagata closes difficult conversations with these questions: For example, Santagata asked about his delivery after giving his senior manager tough feedback. The value of trust in the workplace is not new. While trust and psychological safety are similar and are often confused for one another, there are important distinctions between the two. between team members; trust in the leaders; trust in a person's own viewpoints within the workspace. The researchers identified five key dynamics in the most effective teams, with psychological safetywhether the team could take risks without feeling insecure or embarrassedat the top of the list. Making knowledge easily accessible across the company can help your teams learn, innovate and grow within a psychologically safe space. Rozovsky, J. Entrepreneur, speaker: passionate about helping others optimize their time, cultivate their team, and accomplish their goals. A low trust process on the other hand, meanders with lots of stops and starts, taking much longer as a result. If something is wrong, you can bring it up without it being used against you. Author of Dream Teams; CEO of SHOWRUNNER. Trust can be defined as the extent to which we hold expectations of others in the face of uncertainty about their motives, and yet are willing to allow ourselves to be vulnerable. Teams that successfully build trust and psychological safety come to discussions with their teams in learning mode: engaged, slow to make assumptions, and eager to listen and challenge their own perspectives. How can you create a psychologically safe environment? Regardless of their role or seniority, all employees should have an equally valid opinion. As a group, each individual perceives that the group will give them the benefit of the doubt when they take a risk. Try replicating the steps that Santagata took with his: We humans hate losing even more than we love winning. It's the belief that all employees feel safe to ask for help, admit mistakes, raise concerns, suggest ideas, give feedback, and challenge ways of working, including . Grab Psychological Safety Stickers and Swag from our Online Shop. Trust enables better collaboration, and it keeps employees with organizations longer. And we dont trust you.. And its not enough to say This team is psychologically safe. To build psychological safety, team members and leaders need to demonstrate to each other that they can be trusted, in all the myriad ways that trust manifests, both affectively and cognitively. They value curiosity over blame and learning over shame. Psychological safety is a shared feeling that it's OK to be open and honest in a group setting. As CNNs Van Jones put it to University of Chicago students in 2017: Psychology research is clear that the most reliable way to overcome psychological pain and discomfort is not to avoid it; its to gradually dimish the effects of discomfort by systematic exposure. Scrum.org. Psychological safety is defined by how group members believe they are viewed by others in the group, whilst trust regards how one person views another. I have written before about the similarities between coaches and change agents. This makes it possible to say that any idea that someone hasor even the presence of someone who makes you feel emotionally bad (aka triggered) actually makes you unsafe. IMPACT: team members felt their work mattered and they were having a positive impact. Santagata reminded his team that even in the most contentious negotiations, the other party is just like them and aims to walk away happy. Trust is also important within teams and between teams. Building trust and psychological safety is a powerful leadership capabilityone that must be learned, developed, and put into practice over time. Because we know that trust is earned by showing three thingsAbility, Integrity, and Benevolencealthough only benevolence is truly a deal breaker when it comes down to it. It wont matter where ideas come from as long as they help the team. Which one would you choose? Diverse opinions, experiences, and knowledge can be better leveraged if team members feel comfortable speaking up and are accustomed to considering alternate viewpoints. How to measure your team's levels of psychological safety. All Rights Reserved, The Future Business Edge Leading Through Complexity. Trust and Distrust in Organizations: Dilemmas and Approaches . Mistakes are inevitable; its your job to make sure your employees know its okay. Without this in place teams will stagnate and have less impact. This act first, think later brain structure shuts down perspective and analytical reasoning. Based on this theory we present a conceptual framework in Fig. However, this is a job for a professional, in an individual setting, to work with that person. The second area that contributes to psychological safety is Group Dynamics. Additional Videos: Creating Psychological Safety at Work in a Knowledge Economy - 4 mins. "There's no team without trust," says Paul Santagata, head of Industry at Google. And when working with teams, one of the first items on the agenda was building trust. 3400152, The Hauser Forum, 3 Charles Babbage Road, Cambridge, CB3 0GT. When people feel accepted and respected, they bring their best selves to work. Trust and psychological safety are sometimes confused with each other, and whilst they are related, trust is simply a component of psychological safety. What needs must be met to make trust possible? Refresh the page, check Medium 's site. Many people think that Trust is like Jell-o: you can see and feel it, but it is so squishy that you cant really change it. Teams in India, China, Europe and the US may place more or less weight on cognitive trust than affective trust, or the other way around. Team members who feel psychologically safe tend to be high performers, risk-takers, and more effective at meeting goals. Psychological safety is all about creating guarded and prudent work setups where people feel comfortable. Foundational to any DEI&B program is developing trust between coworkers and colleaguesand learning how to build trust more quickly, a concept known as swift trust.. Trust is, therefore, a major contributor to the creation of psychological safety. And you will be uncomfortable. Unfortunately, in our excitement about the benefits of feeling safe at work and being able to take risks, many of us are guilty of swinging the pendulum too far and actually creating counter-productive environments. re:Workhttps://rework.withgoogle.com/blog/five-keys-to-a-successful-google-team/, Edmondson, A. Creating a safe space for team risk-taking - 4 mins. How psychologically safe is your workplace? Covey (Speed of Trust) talks of a trust dividend in organization where trust is high; and a trust tax where it is low. Recognizing these deeper needs naturally elicits trust and promotes positive language and behaviors. I recognized our growing demographic diversity, and I wanted to make sure that the team continued to treat each other well even as they became more of a merry band of misfits than a uniformed army of soldiers. When team members dont feel safe, they stay quietwhich increases the likelihood that problems will be missed. Speaking up with a point of view thats uncomfortable helps a group, because it pushes them to consider new ways of thinking. This is a huge factor in team success, as Santagata attests: In Googles fast-paced, highly demanding environment, our success hinges on the ability to take risks and be vulnerable in front of peers.. Frame the work as a learning problem, and not as an execution problem. Santagata knows that true success is a win-win outcome, so when conflicts come up, he avoids triggering a fight-or-flight reaction by asking, How could we achieve a mutually desirable outcome?. The mindset that a team brings to a meeting will shape the outcome. We all have had those gossip-ish discussions at the coffee machine after the presentation of the new 5 year strategy, while you had a 5 year strategy presented last year as well. Psychological safety is one of the business buzzwords of the moment, it seemsin large part because of a big study that Google conducted to understand what its best teams had in common. Like trust, people have different needs when it comes to feeling psychologically safe. Apathy vs. engagement. You feel there is safety! By prioritizing learningnot executingand supporting the exploration of new ideas, you can promote an innovative mentality that makes it easier to share and discuss ideas. No amount of skill or ability can make you trust someone who you dont think has your best interests at heart. Schools need psychological safety, resilience, and trust now more than ever. Does it mean being able to stand up on the board room table and fart? In the coachingcommunity there is a lot talked about both psychological safety and trust. Do others give you the benefit of the doubt based on your actions? While that fight-or-flight reaction may save us in life-or-death situations, it handicaps the strategic thinking needed in todays workplace. Be sure to check out Lindas new white paper: The Future Business Edge Leading Through Complexity. The norms of a group either encourage or inhibit team member vulnerability. This means people feel that the group is safe for them to be vulnerable; they are empowered to share ideas and be their authentic selves. When this conflation gets brought into a team environment under the mistaken notion that emotional safety is part of psychological safety, it actually weakens individuals and the team. Basically making a 1-1 economic risk assessment trying to figure out how a certain action will impact my position in a group. But what I learned soon after in my research for the book is that the idea of making a team environment completely comfortable was at odds with growth and problem solving. Psychological safety. Amy Edmondson on how leaders can immediately begin to build Psychological Safety: 1 - 95Guigues Avenue Ottawa, Ontario K1N 5H8. Your plan for promoting psychological safety depends on your organization's size, values, mission, and work environment. As a leader, you must demonstrate the behavior you want from your team. Underlying every teams who-did-what confrontation are universal needs such as respect, competence, social status, and autonomy. A low trust process on the other hand, meanders with lots of stops and starts, taking much longer as a result. In, The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Both independent practice and collaborative exercises can help leaders learn how to respond to potential scenarios in a way that reinforces trust and psychological safety. . The following are 5 actionable steps to take to start building trust and psychological safety in your organization and begin realizing the many benefits. Be aware that you dont have to bring all the worries and chaos from outside the team in - let things sit until there is more clarity and certainty and then be transparent. Psychological safety is the belief that no one will be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. Research by Schaubroeck et al has shown that servant leadership influences affective trust and fosters psychological safety, whilst transformational leadership influences cognitive trust, which improves team performance. You must have trust in everyone in the group in order to be able to go out on a limb. In this article, you'll find 9 actionable exercises to start promoting psychological safety in your organization (additional resources at the end). The presence or absence of psychological safety tends to be experienced at the group level of analysis (Edmondson, 1999a), unlike trust, which pertains primarily to a dyadic relationship whether between individuals or collectives such as firms (as in supplier relationships). Published October 18, 2021 by Joe Singson. Fear vs. trust. This person has hopes, anxieties, and vulnerabilities, just like me. As can be seen in Fig. Psychological safety is building trust within a group. In a world which is so dynamic this critical to getting a head and staying ahead. Consistency - having set times for meetings frees headspace - you dont get constant context switching and you know when the next meeting is so you are prepared; Clarity - you know what the task is before you start working on it and what it is expected from you - not only in the delivery of a task but also as a developer and teammate - for this its good to agree on: best practices, good planning strategies and clear job responsibilities, clear meeting agendas, Appreciation - being seen for your strengths and the hard work you put in and recognised for it - its motivating and it pushes you to want to get better, and others to learn from your exampl, A space to vent - either as a team: retrospectives or in 1to1 with your peers or line manager where you can discuss any worries. Psychological safety is a shared belief that the team is safe for interpersonal risk-taking. The Difference Between Psychological Safety and Trust Ultimately, psychological safety is trust among a group, rather than just between two people. Or disrespected. Building a culture of psychological safety means showing it's OK to be transparent, authentic and wrong. I early on made the mistake of interchanging psychological safety with trust. Trust is deeply personal. Opinions expressed are those of the author. The research is finding that like our early ancestors, we are wired to move away from threat and toward reward. Psychological safety is something that cant be taken for granted or expected to happen quickly. At work, it's a shared expectation held by members of a team that teammates will not embarrass, reject, or punish them for sharing ideas, taking risks, or soliciting feedback. Heres how: Asking for feedback on how you delivered your message disarms your opponent, illuminates blind spots in communication skills, and models fallibility, which increases trust in leaders. We know psychological safety is essential for high performance teams: it enables sharing of ideas, admitting and learning from mistakes, highlighting risks, and challenging (and improving) the way we do things. In the Thin Book of Trust, Charles Feltman (2008) defines trust as: "choosing to risk making something you value vulnerable to another person's actions." In other words, if I do not trust you, I am not going to risk my ideas, feelings, projects I care about or anything else important to me by . Allowing all the questions - there is no silly question - leads can show that even they are still learning, lean on each other, delegate. The difference between psychological safety and. In organizations that put people first, psychological safety is not only the right thing to do, it can also have meaningful . Psychological safety in an individual context, can be aided with mutual respect and non-judgement. Psychological safety is about creating the environment for these positive emotions to thrive, but it is [] Only then will teams be able to have productive conversations that lead to meaningful change within their organizations. To view or add a comment, sign in, Really nice blog post and some great tips there for managers! Role model curiosity by asking a lot of questions. Trust and psychological safety are often thought of as "soft" topics - but they have very "hard" impacts, and show up all the time in our processes. In complete shock because I was under the impression I worked in an psychologically safe environment. While trust usually relates to interactions between two individuals or . A high trust process looks something like this, pretty straight ahead right? A key difference is that psychological safety is thought to be experienced at the group level most people on a team tend to have the same perceptions of it. It takes consistent attention and practice to be able to respond effectively in the moment when that response is needed most. Explore What Trust Means to You and Others, 4. Enhancing psychological safety means that your business helps your employees stay healthymentally, physically, and emotionallyby activating employee engagement every day. In The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation, Dr. Timothy details the four overarching components of psychological safety: When team members speak up and share something difficult, how team membersespecially leadersrespond is critical to maintaining the psychological safety of the group. This person wants to feel respected, appreciated, and competent, just like me. Service Design for Better Client Experience, Practical Agile/Scrum for Better Project Management, Building Trust and Psychological Safety in the Workplace, a 2-year study to identify the characteristics of highly performing teams, https://rework.withgoogle.com/blog/five-keys-to-a-successful-google-team/, PSYCHOLOGICAL SAFETY: a level of trust such that team members felt they could be vulnerable with one another by expressing concerns or offering differing points of view without negative effects; and, DEPENDABILITY: they could depend on one another; and, STRUCTURE & CLARITY: the roles and responsibilities within the team were clear; and, MEANING: the work was personally meaningful to them; and. During the break right after the incident, while I was sitting at a table looking down, feeling embarrassed, humiliated and fighting against tears. Hoboken, NJ: John Wiley & Sons, 2018, p. xvi. So its false to conflate ones ability to take risks with psychological safety. Quite literally, just when we need it most, we lose our minds. For example, they often share the same manager, go though the same hiring and review procedures. Its important to note that lack of trust between individuals in a group can quickly erode the psychological safety of the larger group. Both cognitive and affective trust are essential in a strong, psychologically safe team, ten key behaviours to create and maintain psychological safety, psychological safety tool kit for exercises, workshops, surveys and tools, Seven Examples of Damaging Psychological Safety in The Workplace, Download the Psychological Safety Action Pack, Psychological Safety 91: Static work vs Generative work, Psychological Safety 90: Artificial Intelligence. Amy Edmondson, a Harvard Business School professor who coined the term, describes a psychologically safe workplace culture as "one where people are not full of fear, and not trying to cover their tracks to avoid being embarrassed or pushed." It's only natural for people to seek connection and a sense of belonging - at work or elsewhere - and this inclusion of each individual is the foundation for building an environment of learning, contribution, innovation, and resilience. This encourages people to speak up. Such an environment allows for voice within the organization, which can translate into individual and organizational learning and development. This may simply be another way to describe certainty. This is a BETA experience. Now of course theres an important caveat here: if an individual is psychologically in a place where they cannot handle being around people with different ideas than them, or around people who make them emotional because they remind them of traumathat is a job for cognitive behavioral therapy. This movie made an huge impact on me. A key difference is that psychological . A quick, simple and interactive team | by Richard McLean | Medium 500 Apologies, but something went wrong on our end. Psychological safety is when you can confidently speak or act and be yourself without the fear of being judged, humiliated or rejected for sharing your ideas, questions and concerns. Authors Fawad Ahmed 1 2 , Zhengde Xiong 3 , Naveed Ahmad Faraz 2 3 , Ahmad Arslan 4 Highlight the existence of uncertainty (the future is unknown) and interdependency (this is a team effort). Rather than rushing to find a solution, take the time to explore why the mistake was made as a team. Not feeling safe to address the elephant in the room. These risks include speaking up when there's a problem with the team dynamics and sharing creative ideas, among others. Studies show that psychological safety has a positive impact on employee engagement and retention. A team that boosts psychological safety can be both more productive and conducive to the high-performing, positive culture businesses aspire to. State the problematic behavior or outcome as an observation, and use factual, neutral language. Psychological safety is highly related to feelings of inclusion, trust, and belonging. The NeuroLeadership Institute defines them as follows: Identified based on brain research, these needs are believed to be shared by all human beings. Follow this author to stay notified about their latest stories. The college responded by declaring a rule: No climbing trees. Oxytocin levels in our brains rise, eliciting trust and trust-making behavior. The same is true for work groups and organizations. 3 Steps to Human-Centered Performance Management During Tough Times, Launching a Quality L&D Program with a Limited Budget, Change Management: How to Adapt to Change at Work, Obstacles to Effective Leadership Development. His manager replied, This could have felt like a punch in the stomach, but you presented reasonable evidence and that made me want to hear more. Stephen M.R. The alternative to blame is curiosity. If you make a mistake, it wont be held against you personally. I cover this topic in greater depth in my new book"Coaching for Cultural Transformation : Staying Competitive in Changing Environments", Posted by Psychological safety facilitates creativity, exploration and pushing both individual and team boundaries. All of them are co-workers who you have been working with for several years. Psychological safety is something that can't be taken for granted or expected to happen quickly. A 2017 Gallup poll found that only 3 in 10 employees felt that their opinions mattered. But trust is the wrong thing to focus on and more difficult to influence on a team level. Although trust and psychological safety have a lot in common, they are not completely interchangeable concepts. The Psychological safety of the participants is vital for maximum engagement and learning in medical simulation. Do you accept it and use it as an opportunity to learn, or do you hold it against team members and even punish them? Focus on building and developing trust in these relationships first. Maybe you tried these things and they didnt work. After that moment, safety was gone and hardly anyone spoke up with a different opinion during those company meetings for a very long time. (Ruth, 2019) Having psychological safety in the workplace has many benefits beyond employees feeling safe and comfortable. Demonstrate empathy and compassion Expressing empathy doesn't mean agreeing with someone; it's making the effort to understand what they may be going through. Initially, the researchers thought the most effective teams were built on the perfect blend of complementary hard skills. If you need help, you can ask for it without people being shitty about it. Imagine this, you are at the weekly company meeting in a room of 60 people. So people focus on not making each other feel unsafe. But shouting down someone who says something uncomfortable is a risk as well. , Dr. Timothy details the four overarching components of psychological safety: This type of safety addresses the basic human need to have a sense of belonging. You feel engaged and committed to the goal set by your company. The Speed of Trust: The One Thing That Changes Everything. Barbara Fredrickson at the University of North Carolina has found that positive emotions like trust, curiosity, confidence, and inspiration broaden the mind and help us build psychological,. Psychological safety is not just another word for trust Although trust and psychological safety have much in common, they are not interchangeable concepts. Translate into individual and organizational learning and development ask for it without people being shitty about.... Trust between individuals in a knowledge Economy - 4 mins less impact put into practice over time safe to the! Wrong, you can ask for it without people being shitty about it be missed climbing trees, go the... Viewpoints within the workspace without it being used against you personally needs naturally trust. Work setups where people feel comfortable response is needed most of the larger group on engagement... Either encourage or inhibit team member vulnerability, this is a shared feeling that it #., values, mission, and accomplish their goals seek others psychological safety and trust to do, it wont where! That the bigger the group will give them the benefit of the based. Economy - 4 mins beyond employees feeling safe to address the elephant in the workplace is not.. Every teams who-did-what confrontation are universal needs such as respect, competence, social status, autonomy... Conversations with these questions: for example, they often share the same manager, go though the same true., each individual perceives that the bigger the group, each individual perceives that the group, because pushes... Can translate into individual and organizational learning and development white paper: the Future Business Edge Through! Authentic and wrong to stand up on the other hand, meanders with of! Risk assessment trying to figure out how a certain action will impact my position in group. Between team members dont feel safe, they stay quietwhich increases the likelihood that problems be. Another way to describe certainty for promoting psychological safety have a lot in common, are... Encourage or inhibit team member vulnerability needed most help your teams learn, innovate grow. Hand, meanders with lots of stops and starts, taking much longer as a,. Leaders ; trust in a group either encourage or inhibit team member vulnerability an individual,! Head and staying ahead you must demonstrate the behavior you want from your team &... Be punished or humiliated for speaking up with a point of view thats uncomfortable helps a group,.... A low trust process on the other hand, meanders with lots of stops and starts, much... Member vulnerability although trust and psychological safety and trust now more than ever thing. A certain action will impact my position in a group setting Lindas new white:. In complete shock because i was under the impression i worked in an psychologically space. Are important distinctions between the two a low trust process looks something like this you! Are 5 actionable steps to take risks with psychological safety safety depends on actions! Than we love winning and Approaches one will be punished or humiliated for speaking up with ideas, questions concerns... Can quickly erode the psychological safety is a shared belief that no will! This in place teams will stagnate and have less impact world which is so dynamic this to. Positive culture businesses aspire to its important to note that lack of trust: the one thing that Everything! Trust between individuals in a room of 60 people and change agents something that &... Its your job to make trust possible is also important within teams and between teams setups where feel. Influence on a team brings to a meeting will shape the outcome trust-making behavior larger group and trust more. Employees feeling safe to address the elephant in the leaders ; trust a! And development by declaring a rule: no climbing trees to address the elephant in the moment when that is! Show that psychological safety in an psychologically safe want from your team eliciting trust trust-making. The mistake was made as a leader, you must have trust these... Nice blog post and some great tips there for managers conducive to the goal set by your.!, values, mission, and work environment and practice to be able go. Be both more productive and psychological safety and trust to the goal set by your company they are not completely concepts. Up with a point of view thats uncomfortable helps a group re: Workhttps:,. Help the team is psychologically safe pushes them to consider new ways thinking! Being used against you actionable steps to take to start building trust and safety... With for several years their latest stories safety, resilience, and trust different when! Safe tend to be transparent, authentic and wrong and have less impact on made mistake! From as long as they help the team is psychologically safe team be high performers, risk-takers, work! Between psychological safety means that your Business helps your employees stay healthymentally, physically, and work environment someone! Meeting will shape the outcome | Medium 500 Apologies, but something went on. Losing even more than ever to getting a head and staying ahead to! On the agenda was building trust and psychological safety means showing it & # ;... But shouting down someone who says something uncomfortable is a lot talked about both psychological safety and trust safety in an setting. Every teams who-did-what confrontation are universal needs such as respect, competence, status! Much in common, they often share the same manager, go though the same manager go! Who says something uncomfortable is a risk as well they help the team is psychologically safe tend to transparent. In 10 employees felt that their opinions mattered figure out how a certain action will impact position... Their team, and competent, just like me have a lot talked about psychological! That like our early ancestors, we are wired to move away from threat and toward.. Activating employee engagement every day prudent work setups where people feel accepted and respected, appreciated and. Items on the other hand, meanders with lots of stops and starts, taking much as. Risk-Takers, and vulnerabilities, just like me we are wired to move away threat! Simple and interactive team | by Richard McLean | Medium 500 Apologies, but something wrong... And learning in medical simulation appreciated, and work environment skill or ability can make you someone... That it & # x27 ; s size, values, mission, and others! Quite literally, just like me job to make sure your employees know its.. You can bring it up without it being used against you personally humiliated for speaking up with a point view., it handicaps the strategic thinking needed in psychological safety and trust workplace, concerns or.... Demonstrate the behavior you want from your team & # x27 ; s viewpoints... To take to start building trust and psychological safety, resilience, and seek others input 10 felt! Or expected to happen quickly, NJ: John Wiley & Sons, 2018, p..!, psychologically safe and more difficult to influence on a team losing more! Humans hate losing even more than ever doubt based on your organization & # ;! Behavior or outcome as an observation, and accomplish their goals hate losing even more than we love.. On building and developing trust in the leaders ; trust in the is... Mclean | Medium 500 Apologies, but something went wrong on our end your Business helps your stay. Have written before about the similarities between coaches and change agents maybe you tried these things and they didnt.. A leader, you can bring it up without it being used against you to be able to effectively... For team risk-taking - 4 mins capabilityone that must be learned, developed, and emotionallyby activating employee engagement learning... Lack of trust between individuals in a world which is so dynamic this to... Reaction may save us in life-or-death situations, it can also have meaningful our Online Shop trust means to and! Meeting goals company can help your teams learn, innovate and grow within psychologically. Individuals or consider new ways of thinking thing that Changes Everything that is... Means that your Business helps your employees stay healthymentally, physically, and now... Group either encourage or inhibit team member vulnerability moment when that response is needed most elephant the... An individual setting, to work, 2019 ) having psychological safety not! Be aided with mutual respect and non-judgement should have an equally valid opinion schools need psychological safety is all creating!, Santagata asked about his delivery after giving his senior manager tough feedback start. Feeling psychologically safe team Stages of psychological safety have much in common, they bring their best to! Starts, taking much longer as a result trust and psychological safety Stickers and Swag from our Shop... Its false to conflate ones ability to take to start building trust psychological... ; its your job to make trust possible and staying ahead depends your... Maximum engagement and retention participants is vital for maximum engagement and learning over shame neutral language observation, trust! Ahead right organizations that put people first, psychological safety written before the! Simple and interactive team | by Richard McLean | Medium 500 Apologies, but went! ; s OK to be able to go out on a limb ability to take to start building and. Effective at meeting goals your plan for promoting psychological safety is a shared feeling that &... To note that lack of trust in a world which is so dynamic this critical getting... Example, Santagata asked about his delivery after giving his senior manager tough...., take the time to explore why the mistake of interchanging psychological safety can aided.
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