Why are some teams high-performing with engaging colleagues working well together while other teams are struggling with employees running for the door? Well, the answer might just lie in psychological safety. Harvard Professor Amy Edmondson uncovered this insight and explained the cornerstone of star-performing teams in her book ‘The Fearless Organization’.
Psychological safety is not about making things cosy. It’s about creating a space where risks are welcome, opinions matter. Let’s not shy away from discussing vulnerability. But what steps can you take to make this a reality? Here, we will highlight five must-do steps to psychological safety in your team, plus a common trap you’d be wise to sidestep.
Understanding Psychological Safety: More Than Just Being Nice
Psychological safety isn’t just about being pleasant; it is the foundation of a great and dynamic team. Like a safety net under a trapeze artist, it provides safety for the team members to perform without fear. Amy Edmondson’s work shows that teams which are psychologically safe are doing better on all dimensions.
In a psychologically safe team, everyone can be their authentic selves, contributing without the fear of negative consequences. It’s not about maintaining constant harmony but instead about fostering a culture where respectful disagreement and constructive conflict are viewed as ways to innovate and grow. Leaders are important here, setting the tone by showing vulnerability, actively listening, and appreciating varied viewpoints.
Such an environment unlocks the full potential of a team. It leads to better problem-solving, higher engagement, and greater creativity. It’s a place where learning from failures is celebrated and where team members feel empowered to take risks and experiment.
However, creating psychological safety in a team is not easy. It requires (hard) work. But if you follow these 5 crucial steps, you will get far.
Step 1: Encourage Open Communication
Start by giving every voice a platform. A leader must encourage open communication. Whether in team huddles, feedback sessions, or casual chats, the aim is to actively listen and respond with empathy. When team members feel their ideas matter, they’re more likely to share innovative ideas and unique perspectives.
Actionable Tips:
- Regular Team Check-Ins: Set up routine meetings or informal chats where team members can share updates and express concerns.
- Safe Spaces for Sensitive Talks: Offer physical and virtual spaces for private discussions.
- Lead with Vulnerability: Show your own vulnerable side. If you admit you don’t have all the answers, others will be encouraged to speak up.
Step 2: Embrace a Culture of Learning
Turn ‘oops’ moments into ‘aha’ moments by promoting a learning culture. In a psychologically safe teams, setbacks and failure isn’t a taboo but a stepping stone to growth. Amy Edmondson advocates treating mistakes and errors as valuable lessons. Encourage your team to try new things, take calculated risks, and see failures as a vital part of innovation.
Actionable Tips:
- Celebrate the Learning Journey: Focus on the growth and efforts, not just the wins.
- Spark Curiosity: Ask thought-provoking questions and encourage your team to do the same.
- Debrief Mistakes: Analyze and learn from errors in a non-blame environment.
Step 3: Build Mutual Respect
Mutual respect is fundamental to psychological safety. Every team member should feel valued and respected regardless of role and seniority. Leaders must actively demonstrate that every team member is a valued and respected contributor.
Actionable Tips:
- Practice Active Listening: Really hear each other out, acknowledge different views, and show empathy.
- Recognize Efforts: Regularly appreciate team contributions, both verbally and in writing.
- Set the Respect Bar High: Model respectful behaviour in language, actions, and appreciation for diversity.
Step 4: Value Diverse Perspectives
Diversity isn’t just a nice-to-have; it’s essential. Encouraging varied viewpoints leads to breakthrough ideas and solutions. Try to encourage diversity in multiple ways and look for ways to make the diversity come alive.
Actionable Tips:
- Foster Inclusive Discussions: Make sure everyone, especially the quieter folks, gets their say.
- Challenge the Status Quo: Encourage questioning and exploring new approaches.
- Integrate Diverse Views: Actively seek different perspectives in decision-making.
Step 5: Offer Constructive Feedback
Feedback, when done right, is a growth goldmine. Make it specific, growth-oriented, and a two-way street. Encourage a team culture where giving and receiving feedback is valued and encouraged at all levels of the organisation.
Actionable Tips:
- Be Clear and Timely: Offer specific, relevant feedback soon after the event.
- Focus on Development: Frame feedback as a path to improvement, not criticism.
- Encourage Reciprocal Feedback: Promote a culture where everyone can give and receive feedback.
What to Avoid: The Harmony Trap
While harmony is great, overdoing it can stifle growth and lead to groupthink. Don’t confuse psychological safety with constant agreement. Healthy debates and constructive conflicts can propel innovation.
Steering Clear of the Trap:
- Foster Constructive Disagreements: Differing opinions should be encouraged, not just tolerated.
- Resist Conformity: Actively welcome different viewpoints in discussions and decisions.
- Balance Harmony with Honesty: Aim for an environment where honesty trumps mere agreement.
Wrapping It Up: A Journey, Not a Destination
Cultivating a psychologically safe environment is an ongoing journey, not a one-off task. By following these 5 steps, leaders can nurture a culture of openness, learning, and respect. Remember, a team’s strength lies in its diversity and the ability to leverage it through psychological safety.
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