Kokoro Balance Integrative Services

We reviewed psychological safety in personal life in Part 1. We reviewed how psychological safety affects your relationships, communications, and mental health. In Part 2, we will study the workplace and its relationship to leadership effectiveness, teamwork and organizational health.

Psychological safety is the belief that you will not be embarrassed or penalized by your peers and manager if you speak up, ask questions, express concerns and share new ideas (Edmondson, 2018).

Workplace Change and High Expectations Creates Need for Psychological Safety

While the idea of psychological safety in workplaces is still developing, research indicates that the ability to be psychologically safe leads to more effective teams. When teammates feel that they can speak up freely to each other and to their managers without fear of penalty; teammates will provide solutions, help each other out, and be more positive. In a workplace with high expectations and rapid change, having a feeling of psychological safety creates a safe haven for teammates to communicate more efficiently and productively.

How Does Psychological Safety Look Like at Work?

Psychological safety is evident in the daily working lives of teammates. For example, when teammates ask questions because they don’t know something; when teammates want to give suggestions or comments; when teammates talk about things they see wrong. In organizations that have psychological safety, teammates will make fewer mistakes and use mistakes to learn from. Feedback is given so that it grows teammates instead of shutting them down. After awhile, teammates become involved and they will start to take part more.

Why Does Psychological Safety Matter in Organizations?

Research continues to show that psychological safety contributes to better performing teams. When teammates feel like they can share their thoughts and feelings with each other and with their bosses, they will be able to collaborate with each other more. There will be more willingness for teammates to be creative and innovative. In addition, there will be less stress when teammates are working. With communication going both ways between teammates and their boss, there will be much less stress created.

Psychological Safety and Change Management

Organizations need to consider psychological safety as part of their change management strategy. People adjust better to change when they feel supported and understood. Employees are more resistant to change when they are fearful of speaking up. However, employees are less resistant to change when they feel safe talking about their concerns and when they feel supported during change.

The Role of Leadership in Developing Psychological Safety

Leadership sets the stage for whether or not the psychological safety exists within a group. It is less about formal programs and more about the leader’s behavior. Leaders that lead with open-mindedness (i.e., admit when they do not have the answer) encourage authentic behavior. Also, the reaction a leader gives to employee feedback or a mistake determines how employees will speak up again. If reactions are swift and constructive, employees will speak up again. However, if reactions are swift and destructive, employees will stop contributing.

Asking for employee input and getting employee opinions encourages employees’ participation. Additionally, when expectations are clearly defined, it is easier for employees to meet those expectations. Clearly defining expectations while providing psychological safety provides accountability along with psychological safety.

Obstacles to Developing Psychological Safety

Developing psychological safety takes effort even when organizations have good communication among team members. Many times it takes a lot of effort to develop. Some obstacles include fear-based or controlling leadership style; inconsistency in messaging; lack of clarity of expectations; and very fast-paced work setting with little support provided to employees.

Recognizing the obstacles in order to address the obstacles are necessary to build a more supportive environment for employees.

Psychological Safety and Emotional Intelligence

Emotional intelligence is directly related to building a safe environment. Leaders who are aware of their own emotions and the emotions of their team members tend to respond in a manner that will foster growth. Skills such as empathy, self awareness, and emotion regulation will assist leaders in responding appropriately in difficult situations and recognizing issues that may exist with team members. Eventually these behaviors will promote stronger relationships and more trust throughout the team.

Creating Psychological Safety in Your Organization

You don’t need to make huge changes. Most of the time it occurs due to consistent daily practices. Daily meetings, open discussion, giving feedback can create an opportunity for conversation.

Training your leaders on emotional intelligence and communication techniques can enhance this process. Supporting behaviors that open mindedness (e.g., sharing ideas or questioning), encourages these behaviors over time.

When you respond quickly and thoughtfully to concerns raised by your employees, you demonstrate your commitment to feedback; encouraging continued contribution from your employees.

Final Thoughts

Psychological safety is a crucial element of a healthy workplace culture. When individuals feel safe, they are more likely to be engaged in communication, open in discussing problems or new ideas and committed to supporting the team’s success.

Kokoro Balance offers support services to organizations looking to increase employee well-being, communication, leadership development and overall productivity using a behavioral health informed approach. By studying both employee experiences and organizational dynamics it is possible to create an environment where the needs of people and performance are satisfied simultaneously.

References:

Edmondson, A. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning Innovation & Growth.