How to Create Psychological Safety in the Workplace

How to Create Psychological Safety in the Workplace

In today’s rapidly evolving business landscape, creating a workplace where employees feel safe to express themselves without fear of retribution is more critical than ever. This concept, known as psychological safety, is a key driver of innovation, engagement, and overall company success.

What is Psychological Safety?

Psychological safety refers to the belief that individuals can share their thoughts and take risks without fear of humiliation or retribution. This concept is vital for enhancing team performance and fostering a culture of trust, learning, and innovation. In the following sections, we will examine the traits of teams that exhibit both high and low levels of psychological safety, along with practical strategies to cultivate a psychologically safe environment within your teams.

High Psychological Safety

“In psychologically safe environments, people believe their voice matters and they share information. That creates a virtuous cycle that leads to better decisions and better outcomes.” – Amy Edmondson

Teams with high levels of psychological safety can be characterised by:

  • Members feel comfortable expressing their opinions and ideas without fear of criticism or punishment.
  • Team members actively listen and seek to understand each other’s perspectives.
  • There is a willingness to take interpersonal risks, such as asking for help or admitting mistakes, without fear of retribution.
  • Mistakes are viewed as opportunities for learning and improvement rather than as failures.
  • Team members are supportive of each other and offer constructive feedback in a non-judgmental way.
  • Differences in opinion are respected and can be openly discussed without causing conflict.
  • Leaders encourage a culture of openness, transparency, and respect.
  • Trust is high among team members, and conflicts are resolved quickly and respectfully.
  • Psychological safety is prioritised over individual achievement or competition.
  • The team is able to effectively collaborate and innovate because members are comfortable sharing their thoughts and ideas.

In summary, teams with high psychological safety experience improved communication, increased creativity and innovation, better problem-solving, increased learning and development, and reduced stress and burnout. These benefits result from an environment where individuals feel safe to take risks, share ideas, and learn from mistakes without fear of negative consequences.

 

Low Psychological Safety

“Fear is the enemy of psychological safety, and psychological safety is the foundation of high performance.”Amy Edmondson

Teams with low levels of psychological safety can be characterised by:

  • Members are hesitant to speak up, share their opinions or ideas due to fear of criticism or punishment.
  • Team members may engage in blaming, criticising, or dismissing each other’s perspectives.
  • There is a lack of trust and a fear of negative consequences or repercussions for making mistakes or admitting vulnerabilities.
  • Team members may avoid taking interpersonal risks, such as asking for help or admitting mistakes.
  • Mistakes are viewed as failures rather than as opportunities for learning and improvement.
  • Team members may engage in gossip, cliques, or other forms of exclusionary behaviour.
  • Leaders may be authoritarian, disengaged, or promote a culture of fear and intimidation.
  • Conflicts may go unresolved, leading to resentment and distrust among team members.
  • Psychological safety is deprioritized in favour of individual achievement, competition, or other performance metrics.
  • Team members may experience high levels of stress, anxiety, or burnout due to the lack of safety and support in the team environm

In summary, low psychological safety in teams can lead to fear of speaking up, reduced collaboration and innovation, lack of trust and accountability, and high levels of stress and burnout. Team members may be afraid to take risks, share ideas, or admit mistakes, which can lead to unresolved conflicts, negative attitudes, and poor performance. Overall, low psychological safety can be detrimental to both individual and team success.

 

 

How to Create a Psychologically Safe Team Environment

As a leader or manager, you must create and maintain a psychologically safe team environment. Here are some ways you can embed psychological safety into your team:

 

  • Build trust through open communication: Encourage open communication within your team by actively listening to everyone’s ideas and concerns. Avoid interrupting or dismissing people’s thoughts, opinions, or feedback. This will help build trust within the team and show that each member’s voice is valued.
  • Embrace diversity: Diversity brings different perspectives and ideas to the table, leading to more creative solutions. Ensure that all team members feel included and respected regardless of their backgrounds, beliefs, or personalities.
  • Encourage healthy conflict resolution: Conflict is inevitable in any team environment, but it can be a positive force when channelled properly. Create a culture where conflicts are addressed openly and respectfully. This will create trust among team members as they know their disagreements will be handled constructively.
  • Lead by example: As a leader, your behaviour sets the tone for the entire team. Demonstrate vulnerability by admitting mistakes and asking for feedback. This encourages your team to do the same, reinforcing the notion that it’s acceptable to be imperfect and to learn from each other.
  • Recognise and celebrate contributions: Acknowledge the efforts and achievements of your team members, no matter how small. Celebrating successes creates a sense of belonging and motivates individuals to contribute more actively. When team members see their contributions valued, it enhances their overall sense of psychological safety.
  • Provide growth opportunities: Encourage team members to take on new challenges and pursue development opportunities. Support their professional growth by offering resources, mentorship, or training. When people feel they are growing and being supported in their roles, they are more likely to engage openly with ideas and feedback.

 

By implementing these strategies, you can create and nurture a psychologically safe environment, ultimately leading to a more effective and satisfied team. Remember that it takes time and effort to build and maintain psychological safety, but the benefits are worth it. Keep an open mind, be inclusive, and create a culture of trust and respect within your team.

 

Check out our article on 4 stages of Psychological Safety

 

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OMT Global
sineadcollins@omtglobal.com

Established in 1989, OMT works with large organisations to develop the leadership skills of their people managers, from first-time leaders right through to senior-level executives. We provide a range of consultancy, training and development services for organisations that want to further develop and retain their talent. OMT excels in helping organisations move from ad hoc or one-off efforts to a new way of behaving and working.



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