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Writer's pictureDr Elaine Smith

3 Tips for Enhanced Psychological Safety in Leadership





What is Psychological Safety?


Psychological Safety is sometimes misunderstood, and used incorrectly. For the avoidance of any doubt, Amy Edmondson defines Psychological Safety as:


“the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and the team is safe for interpersonal risk taking”.

People feel able to share thoughts and ideas and challenge the status quo, while feeling confident they will not be punished or humiliated for doing so. In psychologically safe environments, participation is genuinely welcomed.


Why Bother with Psychological Safety?


The research is clear that psychological safety in teams leads to:

  • Increased creativity

  • Better productivity

  • Improvements in overall wellbeing

  • Enhanced employee engagement


How Can Leaders Foster Psychological Safety?


1.) Encourage Open Discussions

Make participating in discussions of all sorts as safe, easy and attractive as possible for your team. Set the stage very clearly in all interactions. Emphasise that the openness is essential for employee wellbeing and business performance. Be clear and be transparent from the beginning.


As Brene Brown says,

‘Clear is kind, unclear is unkind’.

You can be creative and set up online forums, suggestion boxes or focus groups to offer different ways for people to participate.


2. Actively Listen

A favourite one here! This is SO IMPORTANT. In all my years of clinical practice, feeling listened to has proven itself as one of the most important factors in supporting individuals in distress or simply connecting as humans. It is true that often, we listen to answer, and not to understand. A very important distinction.


Here is a link to a 1 minute video I recorded on this very topic:


How will they know you have truly listened? Are you aware of how you look and respond?


3. Respond Positively to Feedback

The key here is that ALL feedback is welcomed. No matter how much it is difficult to hear, all feedback is extremely important data, and everyone’s opinion is equally valid - even if you fundamentally disagree!


It always stays with me to learn that when Pixar came to review film projects, they framed any feedback as being project specific, and not person specific. I love that!


This can really help to minimise defensive responses, and to encourage ongoing input into discussions.


Enhancing psychological safety is not a time limited project, but part of a healthy workplace culture. It is a way of being.


If you need any further convincing about the real life application of psychological safety, here is a good news story https://psychsafety.co.uk/paul-oneill-a-psychological-safety-success-story/


Psychological safety in teams improves all aspects of working life, and fostering psychological safety is a key leadership skill. It ties together so many essential components of leadership such as communication, culture, openness, trust and team performance.


I am aware that such terms can feel like jargon, the latest pop psychology or tokenism.


I can very much assure you it is none of those.


A lack of psychological safety contributed to me leaving an employed role. I know how it feels, and I know the impact it can have - I left the role so employee retention is another key consideration. I have experienced the spectrum of psychological safety. When it is fostered, I know I felt so completely differently about my manager, my role and the organisation. I was invested, I felt supported and I did not want to leave!


The impact is HUGE.


How might you continue to foster psychological safety in your team?


Is there anything that springs to mind?


Investing in psychological safety is essential to lay the foundations of a positive work culture, and to lead healthy teams.


If you're looking to enhance your leadership skills and improve workplace wellbeing, I offer tailored workshops and online courses focused on psychological safety, leader wellbeing and compassionate leadership. There is something for everyone, at all budgets.



Thank you so much for reading,


Elaine


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