Hi
Having personally experienced a psychologically unsafe learning environment in the recent past, I'm very aware of the importance of both giving and receiving psychological safety, within all team, group and organisational dynamics that I am part of.
In today's fast-paced and ever-evolving professional landscape, creating an environment where team members feel safe to express themselves, take risks, and grow is more crucial than ever. Psychological safety not only enhances employee wellbeing but also boosts productivity, learning and innovation.
Today I explore what psychological safety is and how to give and receive psychological safety at work.
What is psychological safety?
Psychological safety is the shared belief within a team that members can take interpersonal risks without fear of negative consequences. It's about creating an atmosphere where people feel comfortable sharing their thoughts, opinions and concerns, even if they deviate from the norm. When individuals feel psychologically safe, they are more likely to:
- Speak up with innovative ideas and feedback
- Admit mistakes and seek help when needed
- Collaborate openly and effectively
- Take on new challenges and grow in their roles
Why is psychological safety important?
A workplace with high psychological safety:
- Boosts employee wellbeing - when individuals don't fear humiliation or retribution, they experience lower levels of stress, anxiety, and burnout, leading to increased job satisfaction and overall wellbeing.
- Fosters innovation - a psychologically safe environment encourages creative thinking and problem-solving, as employees are more willing to share unconventional ideas and collaborate.
- Enhances team performance - open communication and trust within a team lead to better cooperation and coordination, resulting in improved team performance and increased overall productivity.
- Attracts and retains talent - companies that prioritise psychological safety tend to attract and retain top talent, as employees are more likely to remain loyal to organisations that value their wellbeing and input.
How to receive psychological safety
Receiving psychological safety means being a proactive participant in creating and maintaining this environment. Here are some steps you can take:
- Lead by example - demonstrate vulnerability by admitting your mistakes and seeking help when needed. This sets the tone for your team to do the same.
- Active listening - encourage open dialogue and listen attentively to your colleagues. Acknowledge their concerns and offer constructive feedback.
- Avoid judgment - create an atmosphere free of judgment and criticism, where every idea and opinion is respected.
- Empower others - encourage team members to share their ideas and give them the autonomy to make decisions in their areas of expertise.
How to provide psychological safety
Creating a psychologically safe workplace is a collective effort. Here are some ways to contribute to it.
- Promote inclusivity - ensure all voices are heard, and diverse perspectives are valued. Be aware of unconscious biases and strive for inclusivity.
- Establish clear expectations - set clear expectations for behavior, communication, and respect within the team. This helps prevent misunderstandings and conflicts.
- Regular check-ins - conduct one-on-one and team check-ins to gauge how team members are feeling and address any concerns promptly.
- Feedback culture - encourage feedback at all levels and ensure it is delivered constructively. Emphasise that feedback is meant for growth, not criticism.
Psychological safety is the cornerstone of a healthy, high performing workplace. When individuals feel safe to be themselves and express their thoughts openly, it leads to improved wellbeing, innovation and teamwork.
Some questions to ask yourself:
- What are your experiences of psychological safety?
- How do you feel when you receive it and likewise when it is missing?
- Are you confident in providing psychological safety within your team or peer group?
I'd love to hear your thoughts.
Until next time...
Lisa
Lisa Reynolds - The Strengths Coach
Coaching Psychology for Work & Business
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