Leading with Elephant Wisdom: Building a Psychologically Safe Habitat

Every day, talented individuals lose their jobs.

Not due to performance issues but because their expertise threatens insecure managers.

It's a deeply personal blow.?

I've spoken to many such employees. Their stories echo a shared experience: an atmosphere fueled by people too ego-driven to appreciate talent.

A McKinsey Global Survey unveiled a concerning truth: only a handful of business leaders are championing the kind of behaviors that instill a sense of psychological safety among their team members.

This isn't just a leadership challenge. It's a moral imperative. Open communication and mutual respect aren't optional — they're essential.

Some argue that the problem lies solely with these managers.

But it's a systemic issue. We cannot downplay the pain inflicted by unchecked egos in positions of power.

It's time for a collective push. Psychological safety at work must be a top priority. No one should be sidelined for expressing thoughts or displaying skills.

Leaders, it's time not just to lead but to set the gold standard in building a culture where every voice matters, every talent is celebrated, and where psychological safety isn't just an HR buzzword but a lived experience for all.

Why Leaders Play a Crucial Role in Workplace Transformation?

Defining “leadership” isn't straightforward. It’s more than a title or status symbol.?

To me, leadership embodies having a clear vision coupled with a humble mindset. It's about serving from behind and bringing out the best in others.?

We possess unique talents, and true leadership recognizes and nurtures these gifts. Remembering that leaders don’t always lead on every topic is crucial. Recognizing when to step back and follow is equally essential.

A recent study by the Society for Human Resource Management found that employees who operate in a trusting environment are a whopping 70% more likely to engage in their work fully.?

This statistic unswervingly directs us to leadership's significant role and its profound impact on the organization.

From my observations, engagement isn’t solely about the employees’ mindset. For genuine employee engagement, leadership commitment is just as critical.

Leaders shape strategies and mold the fabric of an organization's culture. Their profound and pervasive influence fosters a thriving, engaged organizational ecosystem.

Influence on Organizational Culture

Leaders don't simply manage tasks; they sculpt the very culture of an organization.?

Drawing from Schein's 2010 research , leaders craft the organizational culture by establishing and promoting a distinct set of values, beliefs, and assumptions about the ideal workflow.?

These ideals are sown and cultivated within the team through their actions and directives, becoming the organizational norm.

The Power of Leading by Example

The old saying, "actions speak louder than words," resonates profoundly in organizational dynamics.?

A recent study on the impact of leading by example confirms its transformative power, revealing a significant positive effect on organizational and job psychological ownership .?

Simply stated, when leaders walk the talk, it doesn't just inspire their team.?

It fosters a profound sense of ownership and belonging among the members, motivating them to mirror those commendable actions and uphold organizational standards.

What Actions Should Leaders Take to Build a Psychologically Safe Culture?

For any transformative journey, recognizing the starting point is crucial.

Let's begin with a fundamental truth: cultivating a psychologically safe environment isn't a mere task—it's a leadership mandate.?

So, how can leaders spearhead this critical cultural shift?

Acknowledge Roles and Responsibilities

Leaders hold a position of undeniable influence.

Recognizing and owning up to this role is the first step. Understanding the weight of your actions and their impact on team dynamics can pave the way for authentic change.

Historical precedents, often shaped by past organizational missteps, can create present-day hesitations. Reflecting on these allows for growth and understanding.

Leaders must acknowledge and lead by example, standing firm in fostering the right practices. This proactive stance becomes a beacon for others to follow.

Active Listening

Harvard Business Review's research spotlights the transformative role of active listening in fostering trust and forging strong connections.

It’s not enough for leaders to “hear” but to dive deep and truly “listen.”

Beyond grasping the spoken words, it means understanding the subtleties, feeling the emotions, and addressing those underlying fears, including the daunting concern of backlash.

It also includes a willingness to see things from varied perspectives and valuing contrasting opinions, even when they diverge from yours.

By embodying this attentive ethos, you can bridge communication and create a space where every opinion counts, every voice resonates, and everyone feels genuinely seen and heard.

Encourage Open Dialogue

How do you foster a vibrant, innovative culture? The answer is through open dialogue.?

The HBR research reveals that teams engaged in open communication lean more toward creativity.?

Consider instituting feedback sessions and upholding open-door policies. These measures tackle trust barriers head-on, reiterating to your team that their perspectives truly make a difference.

You can encourage your team to challenge the status quo, brainstorm, and pitch fresh ideas.?

This not only fuels innovation but also refines operational methods.?

With your backing, they'll realize that speaking out shapes the organization's future.?

Regular Check-ins

The best leaders always check in with their team members to see how they're doing and what they need. And it's more than a productivity pulse check.

Regular interactions, whether one-on-ones or team discussions, are illuminating windows into the team's collective mood.

They offer golden moments to dispel uncertainties, nurture trust, and address deeply-rooted concerns.

By consistently prioritizing these check-ins, you reassure your team: to you, they're not functionaries. They're valued individuals whose growth and well-being resonate with you and the wider organization.

Planting the Seeds of Change: A Call for All Leaders

Every transformative change has humble beginnings. But, as with any green forest, someone must first plant that seed.?

Who should take the first step? Well, as Project Aristotle highlighted, that's on the leaders.

Consistently acclaimed as a top workplace, Google's culture of innovation and collaboration stands tall. This culture was a result of the consistent effort by its leaders.?

These people endeavored to make every Googler feel cherished, leading to a ripple effect of innovation, productivity, and overwhelming job satisfaction.

If you want to learn more about creating a culture of psychological safety in your organization, many resources are available online and in libraries. Here are a few of the most helpful:

• The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth by Amy Edmondson.
• Leading So People Will Follow by Erika Anderson.

Remember, in leadership, your role transcends mere management.?

You have the power, the responsibility, and the privilege to inspire and create a legacy of inclusivity and growth!