Psychological safety is the belief that one can express their opinions and ideas without fear of retaliation, embarrassment, or being singled out. It’s a sense of trust and respect among team members that allows them to take risks and be vulnerable in the workplace.
What is Psychological Safety
Psychological safety refers to an individual’s perception of the consequences of taking an interpersonal risk in a particular context, such as speaking up with a new idea in a meeting. It’s a shared belief held by members of a team that the team is safe for interpersonal risk-taking. When people feel psychologically safe, they are more likely to engage in behaviors that enhance learning and improve performance, such as asking questions, giving and receiving feedback, and taking calculated risks. In a workplace with a high level of psychological safety, individuals are less likely to feel threatened, judged or rejected and are more likely to be creative, productive and collaborate effectively with others.
Amy Edmondson, a Harvard Business School professor, is credited with popularizing the concept of psychological safety in the workplace. In her research, she showed how psychological safety positively affects team performance, innovation, and learning in organizations. She introduced the term in a 1999 Harvard Business Review article, “Psychological Safety and Learning Behavior in Work Teams”. Since then, the concept has gained widespread recognition and is widely studied and applied in organizational behavior and management.
How to Encourage Psychological Safety at Work
Creating psychological safety in a team or organization requires effort and commitment from leaders and team members alike. Here are some steps that can be taken to foster a psychologically safe environment:
- Encourage open communication: Leaders should create an environment where team members feel comfortable sharing their opinions, ideas and concerns without fear of being rejected or punished.
- Show appreciation for diverse perspectives: Teams that value and appreciate diverse perspectives are more likely to foster psychological safety.
- Practice active listening: Encourage team members to listen actively to one another and show genuine interest in their ideas and opinions.
- Promote a learning-oriented culture: Teams that focus on learning and growth, rather than perfection and winning, are more likely to be psychologically safe.
- Encourage vulnerability: Create a culture where team members feel comfortable being vulnerable and making mistakes, as this fosters trust and respect.
- Lead by example: Leaders play a crucial role in setting the tone for psychological safety, they can model behaviors and attitudes that promote trust and respect, and encourage team members to do the same.
Questions that can be asked to boost psychological safety in the workplace
- What are your thoughts on this issue?
- What do you think about this approach?
- What do you need to feel comfortable sharing your ideas?
- How can we make sure everyone feels heard and included in this conversation?
- Can you tell me more about that?
- Can you help me understand why you feel that way?
- What do you need from the team to feel supported?
- How can we ensure that everyone feels comfortable taking risks and being vulnerable?
- What do you need to feel safe to share your honest opinions and thoughts in this team?
- How can we work together to create an environment of trust and respect?
Asking these types of questions and actively listening to the answers can help to create a sense of psychological safety in the workplace and foster a more productive, collaborative and innovative team.
Psychological safety is a crucial component of successful teamwork, innovation, and learning. By creating an environment where team members feel comfortable sharing their ideas and opinions, taking interpersonal risks, and being vulnerable, organizations can foster a culture of trust and respect, and improve overall performance. Leaders and team members alike can work together to promote psychological safety by encouraging open communication, valuing diverse perspectives, promoting active listening, and creating a learning-oriented culture. Asking questions that promote understanding and support, and leading by example, are also effective ways to boost psychological safety in the workplace.
