What is "psychological safety"?
A psychologically safe environment is a workplace where individuals feel secure, experience no fear, and can openly share their thoughts, mistakes and concerns. Teams operating in a psychologically safe atmosphere tend to demonstrate greater innovation, engagement, and loyalty. Members of such teams are more willing to support one another in difficult times and are better able to learn from their own mistakes.
Four steps to creating psychological safety
- Lead by example and remain calm at all times. Emotions are contagious. If a team leader remains calm, empathetic and positive, the entire team subconsciously absorbs this attitude, contributing to a greater sense of safety.
- Pay full attention when communicating with subordinates. Modern technology and fast-paced environments constantly pull our attention in different directions. As a leader, however, it is essential to give your undivided attention to team members when in conversation. Put your phone aside, turn off notifications, and fully concentrate on the other person. This creates a space where your employees feel truly heard and reassured that you are able to help address their concerns.
- Share positive feedback with your team, not only the negative. According to Psychology Today and research by psychologist John Gottman, healthy workplace relationships are characterised by a ratio of roughly five positive comments to every negative one. Be intentional about communicating in a positive manner. This does not mean ignoring uncomfortable or negative issues, but rather ensuring that you also place consistent emphasis on positive aspects of the work and the team.
- Avoid putting pressure on your team members. Psychological safety quickly erodes when people are forced to act or make decisions under pressure. If, for example, a conversation between a team member and a colleague or client becomes tense, allow them a short break and return to the issue once emotions have settled. Refrain from issuing excessive ultimatums or threatening negative consequences if plans are not met. Instead, focus on positive motivation and avoid creating stress for subordinates.
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