5 Essentials for Building a Culture of Psychological Safety, Courage and Respect!

Hi everyone!

In this edition we uncover 5 essentials for building a culture of psychological safety steeped in courage and respect.

First, let’s create a context for courage…

Many people think a culture of psychological safety is based on expressing vulnerability.

The reality is … every conversation we have, anywhere, any time with anyone is always an act of vulnerability.

Whenever we participate with others in any human interaction, we are exposed to the possibility of being attacked or harmed.

There are no guarantees ... as we have no control over how anyone may respond in each moment.

The foundation for a respectful workplace culture of psychological safety is courage.

Courage is the ability to face fear, danger, or adversity, despite feeling anxious or uncertain.

It's often seen as strength or bravery in taking action, even when the outcome is unknown.

Courage involves stepping into situations by being bold, whether it's speaking up in a meeting, making a difficult decision, or standing up for one's values.

In essence:

Courage is the action of facing something challenging despite fear.

Vulnerability is the state of being open to emotional exposure and risk.

5 Essentials for Building a Culture of Psychological Safety, Courage and Respect

Essential Number 1: Fostering Trust and Openness

When leaders and team members create the space for courage, it sets a tone of authenticity, transparency and trust.

It encourages everyone to share their thoughts and concerns, knowing they will be met with understanding rather than criticism … an essential component of psychological safety in the workplace.

• Leaders Acknowledging Mistakes – Example: "I realise now that my decision to move forward with this project without consulting the team was a mistake, and I apologise if it’s caused any issues." This creates the space for team members being courageous by admitting their own mistakes. It builds trust by demonstrating that everyone can be open about their imperfections.
• Team Members Sharing Personal Challenges - Example: "I'm finding it difficult to manage my time with these overlapping deadlines, and I'm feeling a bit overwhelmed.” It creates the space for others being courageous by opening up about their challenges. It leads to a more supportive and trusting team environment where people help each other out.

Essential Number 2: Encouraging Risk-Taking and Innovation

Creating the space for courage allows team members to take risks and propose new ideas without the fear of failure.

People are more willing to be courageous when they know mistakes will be viewed as learning opportunities rather than reasons for punishment.

• Sharing Preliminary Ideas – Example: Encouraging a culture where thinking outside the box is valued without judgement or criticism. "I have a rough idea that might sound a bit out there. What if we tried a completely different approach to this part of the ‘situation’?"
• Celebrating Failures as Learning Opportunities – Example: Sharing failures openly normalises risk-taking and reframes mistakes as valuable learning experiences that are appreciated. "I tried a new method for organising our workflow, but it ended up causing more confusion. I’ve learned what doesn't work and have some ideas for a different approach."

Essential Number 3 - Enhancing Communication through Co-creation

Co-creating conversations promote deeper connection, higher trust and more innovation.?

It’s being open, honest, and supportive by partnering with each other.

Meaningful conversations enhance team effectiveness through exchanges of energy!

Sharing Challenges and Limitations - Example: Creating a space of courage by involving others to leverage each other’s strengths. "I'm not very experienced with this type of data analysis, and I'm finding it a bit challenging. Could someone with more experience guide me through this?".

Sharing ‘I Don't Have All the Answers’ – Manager Example: Creating a space of courage by involving others to leverage each other’s strengths. "I'm not very experienced with this type of data analysis, and I'm finding it a bit challenging. Could someone with more experience guide me through this?".

Essential Number 4 - Promoting Personal Growth and Development

Creating the space for courage allows team members to feel safe expressing their development needs, seeking feedback and learning opportunities.

Seeking Feedback for Self-Improvement - Example: Having the courage to ask for constructive feedback. "I want to improve my presentation skills. Could you provide some feedback on how I did in the last meeting and any suggestions for how I can improve?"

Acknowledging Skill Gaps and Asking for Training - Example: Showing courage through a proactive approach to learning. "I’m not very familiar with this software, and I realise it’s important for our project. Would it be possible for me to get some training, or pair up with someone who’s experienced with it?"

Essential Number 5 - Creating a Supportive Culture

Courage contributes to creating a supportive culture in the workplace by promoting empathy, openness, and mutual support.

The willingness to offer assistance, even when it's not explicitly requested, demonstrates a supportive attitude.

People feel safe to be themselves, ask for help, and offer support, which is fundamental to psychological safety.

Expressing Empathy During Difficult Times – Example: Creating a space of courage by demonstrating care and concern, fosters a culture where it’s safe to share struggles and seek support. "I noticed you've been quieter lately, and I just wanted to check in. If there's anything you're dealing with, please know I'm here to support you in any way I can."

Offering A Helping Hand Without Being Asked – Example: A team member notices a colleague struggling with their workload and, rather than waiting to be asked for help, they proactively reach out. "I see you have a lot on your plate right now. Is there anything I can do to help lighten the load?"

Psychological safety in any culture is based on:

• Norms which enable an environment of social sensitivity
• Everyone sharing in a harmonious environment of mutual respect
• Everyone partnering with each other in Co-creating Conversations?

The bottom line is …

In the wise words of Dame Anita Roddick who so kindly signed my copy of her book with a personal message during her ‘Business as Unusual’ tour of Australia many years ago:

“Be courageous. It’s the only place left uncrowded.” ?- Anita Roddick

Here’s to Building your Culture of Psychological Safety, Courage and Respect!

Thanks for reading this edition of my weekly Respectful Workplace Insights newsletter.

See you next week!

For those of you who are new to my weekly newsletter you can hit the SUBSCRIBE button to receive regular editions.

Besides my newsletter, here’s how I can help you with building your respectful workplace culture:

1.??Find out about our QuickStart workshop Connect with R.E.S.P.E.C.T. - book a chat to find out more HERE

2. Speak with me personally to map out a plan together.

Respectful Workplace Insights is a weekly newsletter I am publishing on LinkedIn to highlight?some of the things that get in the way of creating a respectful workplace culture.

Eliminating disrespectful unproductive and depleting conversations and behaviours that are getting in the way of building respectful alignment and performance is where we start.

Each week I'll offer tips on how to do that so you can create a respectful workplace culture where everyone feels safe and included.

?