How do you balance accountability and trust when supervising your team?

1 What is psychological safety?

Psychological safety is the belief that one can express oneself freely, without fear of negative consequences, in a work environment. It is not about being nice or avoiding conflict, but about creating a space where people can share their ideas, opinions, feedback, and concerns, and where they can learn from each other and grow. According to Amy Edmondson, a professor at Harvard Business School and a leading researcher on psychological safety, it is a key factor for team performance, innovation, and resilience.

2 Why is it important for supervisors?

As a supervisor, you have a significant impact on the psychological safety of your team. You set the tone, the expectations, and the norms for how your team interacts and works together. You also have the responsibility to hold your team accountable for their results, and to provide them with the support and guidance they need to succeed. How do you balance these two roles, without compromising either one? How do you create a culture where your team feels trusted and empowered, but also accountable and aligned?

3 How to build trust and rapport

To foster psychological safety and build trust with your team, it is essential to demonstrate that you care about them as individuals, respect their skills and contributions, and are reliable and consistent. To do this, you should communicate openly and frequently, sharing relevant information and updates; listen actively and empathetically, acknowledging their perspectives and emotions; provide positive and constructive feedback, recognizing their achievements and efforts; involve them in decision making and problem solving, soliciting their input and suggestions; delegate tasks and responsibilities, granting them autonomy and flexibility; and support their learning and development, offering them opportunities and resources.

4 How to set clear and realistic expectations

To ensure psychological safety, clarity is essential. Clarity involves understanding what is expected, valued, and occurring in a work context. To provide clarity to your team, it is important to set clear and realistic expectations and communicate them effectively. This can be done by defining and communicating the goals, roles, and responsibilities of your team, and aligning them with the organizational vision and strategy. Additionally, it is important to establish and communicate the standards, criteria, and indicators of quality and performance, and how they will be measured and evaluated. Furthermore, regular and timely updates should be provided and requested, and the progress and outcomes of your team should be monitored and tracked. Issues, conflicts, or gaps should be addressed and resolved, and feedback and guidance should be provided as needed. Finally, successes and learnings of your team should be celebrated and shared, and failures and mistakes should be acknowledged and learned from.