The Power of Psychological Safety

"The belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that the team is safe for interpersonal risk taking"?Amy Edmondson, 1999

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In 1999, Dr. Amy Edmondson, a Harvard professor and researcher, embarked on a study of clinical teams and their error rates. To her surprise, teams with higher rates of positive outcomes paradoxically exhibited more mistakes compared to their less successful counterparts. Upon deeper investigation, Dr. Edmondson unveiled a stark contrast: successful teams were more inclined to acknowledge and address their mistakes openly, while underperforming teams were prone to conceal theirs. This revelation spurred Dr. Edmondson to coin the concept of psychological safety—a belief that individuals will not face retribution or humiliation for expressing ideas, posing questions, voicing concerns, or admitting mistakes. She posited that psychological safety played a pivotal role in determining team performance.

?In the fast-paced and ever-evolving landscape of today's workplaces, success is often attributed to factors such as innovation, productivity, and collaboration. While these elements undoubtedly play crucial roles in driving organisational performance, there is one underlying factor that is often overlooked but equally vital: psychological safety.

?Psychological safety refers to the shared belief within a team that it is safe to take interpersonal risks, such as speaking up, sharing ideas, and expressing concerns, without fear of retaliation or judgment. In other words, it is the foundation upon which trust, openness, and effective communication thrive. In Dr. Edmondson’s words “it’s felt permission for candor”.

Research conducted by Google as part of its Project Aristotle identified psychological safety as the most critical factor in high-performing teams. Teams where members feel psychologically safe are more likely to engage in constructive debate, share diverse perspectives, and take calculated risks, ultimately leading to better decision-making and innovation.

So, why is psychological safety so important in teams?

1.???? Encourages Open Communication: When team members feel psychologically safe, they are more likely to speak up, ask questions, and share their thoughts and ideas openly. This fosters a culture of open communication where everyone's voice is valued and respected, leading to better collaboration and problem-solving.

2.???? Fosters Innovation: Psychological safety is essential for fostering a culture of innovation within teams. When employees feel comfortable sharing their creative ideas and taking risks without fear of ridicule or criticism, they are more likely to explore new solutions, experiment with different approaches, and push the boundaries of what is possible.

3.???? Builds Trust and Collaboration: Trust is the bedrock of effective teamwork, and psychological safety is a key driver of trust within teams. When team members feel psychologically safe, they are more likely to trust each other, collaborate effectively, and support one another, leading to higher levels of engagement and performance.

4.???? Enhances Employee Well-being: Psychological safety is also crucial for promoting employee well-being and mental health. When employees feel safe and supported in their work environment, they are less likely to experience stress, anxiety, or burnout. Instead, they are more likely to feel motivated, engaged, and fulfilled in their roles.

5.???? Drives Organisational Performance: Ultimately, psychological safety is not just about creating a positive work environment—it also drives organisational performance. Teams with high levels of psychological safety are more resilient, adaptable, and innovative, enabling them to navigate challenges and seize opportunities effectively.

To summarise, psychological safety is a critical ingredient for building high-performing teams and driving organisational success. By fostering a culture of psychological safety where team members feel empowered to speak up, share ideas, and take risks, organisations can unlock the full potential of their teams and achieve remarkable results. As leaders and team members, it is our responsibility to prioritise psychological safety and create environments where everyone feels valued, respected, and supported.

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