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- The Curiosity Collective #003
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1 Thing I Am Curious About
How to create psychological safety?
2 Quotes That I Am Thinking About
“Psychological Safety is a belief that the context is safe for interpersonal risk-taking – that speaking up with ideas, questions, concerns, or mistakes will be welcomed and valued even when I’m wrong. It’s a sense of permission for candor.” -Amy Edmonson
“Psychological Safety is not being nice, a license to whine, guarantee your ideas will be applauded, and free from conflict.” -Amy Edmonson
What is Psychological Safety, Why Does it Matter, and How Can You Create it?
What is psychological safety?
Psychological safety is the belief that people can be themselves, take risks, and make mistakes without fear of being punished or rejected. It's about feeling safe to be vulnerable, honest, and open with others, and it's essential for building strong relationships and resilience. It means being safe not just physically, but also emotionally and mentally.
Why does it matter?
Creating a culture of psychological safety is essential for building a healthy and thriving workplace. When people feel safe to be themselves and take risks, they are more likely to work collaboratively, be innovative, and reach their full potential. Studies have shown that when employees feel that their workplace is psychologically safe, they are 70% more likely to report being engaged at work, 56% more likely to report job satisfaction, and 50% more likely to report high job performance.
On the other hand, when individuals don't feel safe sharing their thoughts or ideas, they may hold back valuable insights or solutions to problems. Research has also shown that companies with low levels of psychological safety have higher rates of absenteeism, turnover, and presenteeism, which can have a negative impact on productivity and revenue.
Brené Brown says that "vulnerability is the birthplace of innovation, creativity, and change." When we create a culture of psychological safety, we empower our employees to be vulnerable, take risks, and reach their full potential.
How can you create it?
Recently I experienced an all too common situation. People were in a meeting and it was clear that they had things to say but they did not speak up. This team was struggling with a complex problem, and it seemed that no one was willing to voice their ideas or suggestions.
As a leader, I knew that this silence could be deadly for our team. I needed to find a way to create a psychologically safe environment where everyone could feel comfortable expressing their thoughts and opinions.
So, I took action by seeking out ways to create psychological safety within my team. Through trial and error, I discovered some actionable tips that were effective in fostering an environment of safety and trust.
Shatter the norm: As a leader, it's easy to fall into the trap of expecting your team to behave a certain way. Instead of relying on traditional methods, shatter the norm and create an environment that encourages your team to challenge themselves and one another.
One thing you can do now: Consider implementing a weekly challenge that encourages team members to think outside the box. Whether it's a problem-solving exercise or a creative task, this challenge can help your team develop a growth mindset and build camaraderie.
Feedback frenzy: Make feedback a regular part of your team's routine. Encourage constructive feedback and make it clear that it is essential for growth and development.
One thing you can do now: Implement a regular feedback session, where team members take turns giving and receiving feedback. Encourage feedback that is specific, constructive, and focuses on behaviors rather than personalities.
Champion mistakes: Instead of punishing failure, celebrate it. Highlight what was learned from the experience and how it can inform future decisions. Create a culture where making mistakes is not only okay, but encouraged.
One thing you can do now: Encourage your team to share their failures and what they learned from them. Highlight how those failures led to growth and development, and show that mistakes are a natural part of the learning process.
Challenge accepted: Encourage your team to view challenges as opportunities for growth rather than obstacles to be avoided. Celebrate the effort and learning that comes from taking on a difficult task.
One thing you can do now: Encourage your team to take on a challenging project or task that is outside of their comfort zone. Celebrate their hard work and dedication, and highlight the skills and growth they developed through the process.
As a leader, it is your responsibility to create a culture that fosters psychological safety and encourages your team to speak up.
Work with John:
Coaching: I will work with you 1:1 to grow and transform into the person or leaders to create systems, identify their priorities, execute your goals, and grow engagement on your teams. If you're interested, please reply to this email with "coaching."
Writing: I will write for you about leadership, mental health, and employee well-being. If you are interested, please reply to this email with "writing."
Thank you!