'Psychological Safety' for improving your teams performance

Psychological safety is the secret sauce that can turn a good team into a great one. Imagine it as the solid foundation of a house: without it, everything else is precarious. Here are some reasons why psychological safety is crucial for a team:

1. Fosters Innovation: In an environment where team members feel safe, they are more likely to take risks and share unconventional ideas. This creativity can lead to groundbreaking innovations and solutions that wouldn't surface in a fear-driven atmosphere. Think of Google’s famous 20% time policy, which allows employees to spend a portion of their time on projects outside their regular tasks. This policy thrives on psychological safety, resulting in products like Gmail and Google News.

2. Enhances Learning and Growth: Psychological safety encourages a culture of learning. When team members aren’t afraid to make mistakes or ask questions, they learn and grow more rapidly. This environment mirrors a classroom where students feel free to ask "stupid" questions, leading to deeper understanding and knowledge.

3. Boosts Engagement and Motivation: When people feel safe, they are more engaged and motivated. They bring their whole selves to work, contributing with energy and enthusiasm. This engagement is akin to a sports team where every player feels valued and confident, leading to better overall performance.

4. Improves Communication and Collaboration: In a psychologically safe team, open and honest communication is the norm. Team members can express concerns, give feedback, and have difficult conversations without fear of retaliation. This transparency is like a well-oiled machine, where every part works smoothly and efficiently.

5. Enhances Resilience and Well-being: Psychological safety supports mental health and resilience. Team members can handle stress and setbacks better when they know they have a supportive network. This environment is like a safety net, catching you when you fall and helping you bounce back stronger.

6. Builds Trust and Strong Relationships: Trust is the cornerstone of any effective team, and psychological safety is essential for building and maintaining trust. When team members feel safe, they trust each other more, leading to stronger, more cohesive relationships. It’s similar to a close-knit family where everyone feels they belong and are valued.

Real-life examples back this up. For instance, a study by Google’s Project Aristotle found that psychological safety was the most critical factor in determining the success of its teams. Teams with high psychological safety were more likely to harness the power of diverse perspectives and collaborate effectively.

In essence, psychological safety is not just a nice-to-have; it’s a must-have for any team aiming to achieve high performance and sustained success. It transforms the workplace into a vibrant ecosystem where everyone thrives, grows, and contributes to their fullest potential.

Psychological safety is a concept that describes a team environment where individuals feel safe to take interpersonal risks. This means they feel comfortable being themselves without fear of negative consequences to their self-image, status, or career. It’s about creating a space where people can speak up with ideas, questions, concerns, or mistakes without facing ridicule or retribution.

Here’s a deeper dive into what psychological safety entails:

1. Freedom to Speak Up: In a psychologically safe environment, team members feel free to voice their thoughts and opinions. They aren’t worried about being judged or embarrassed for their contributions, whether those are questions, concerns, or innovative ideas.

2. Encouragement of Diverse Perspectives: Psychological safety encourages diversity of thought. Team members know that their unique perspectives are valued and that disagreement or debate can lead to better decision-making and problem-solving.

3. Acceptance of Mistakes: Mistakes are viewed as learning opportunities rather than failures. When people aren’t afraid to admit their errors, the team can learn and improve collectively, fostering a culture of continuous improvement.

4. Supportive Interactions: Team members support each other, offering help and constructive feedback. There’s a sense of camaraderie and mutual respect, which builds stronger, more resilient teams.

5. Trust and Mutual Respect: Psychological safety is built on a foundation of trust. Team members trust that their colleagues have good intentions and that they won’t be undermined or penalised for taking risks or making honest mistakes.

6. Non-punitive Responses to Vulnerability: People can show vulnerability without fearing negative consequences. This includes sharing personal challenges or admitting when they don’t know something.

The concept of psychological safety was popularised by Amy Edmondson, a professor at Harvard Business School, who defined it as "a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes." Her research showed that teams with higher levels of psychological safety perform better, as members are more likely to collaborate and contribute fully.

A practical example of psychological safety in action can be seen in aviation. Airlines that foster psychological safety among crew members have better safety records. When pilots and crew members feel comfortable speaking up about potential issues, they can prevent accidents before they happen. This proactive communication and trust among team members are vital for maintaining safety and performance.

Psychological Safety is about creating a climate where people feel safe enough to take risks, make mistakes, and be themselves. This foundation is essential for any team aiming to achieve high performance, innovation, and sustained success.

Implementing psychological safety in your team involves fostering an environment where team members feel respected, valued, and safe to express themselves without fear of negative consequences. Here’s how you can achieve this:

1. Lead by Example:

- Be Open and Approachable: Show vulnerability by admitting your own mistakes and uncertainties. This sets the tone that it’s okay to be human.

- Model Respectful Behavior: Treat everyone with respect and kindness, especially during disagreements.

2. Encourage Open Communication:

- Invite Input: Actively ask for feedback, ideas, and concerns from all team members. Make it clear that their voices are valued.

- Listen Actively: Pay attention to what team members say without interrupting or judging. Show that you are genuinely interested in their input.

3. Create a Safe Environment for Risk-Taking:

- Normalize Mistakes: Emphasize that mistakes are a natural part of learning and innovation. Discuss what went wrong without blame, focusing on lessons learned.

- Celebrate Failures as Learning Opportunities: Share stories of past failures and the growth that came from them.

4. Provide Developmental Feedback:

- Use Positive Reinforcement: Highlight what was done well before suggesting improvements. Ensure feedback is specific, actionable, and aimed at growth.

- Be Supportive: Offer help and resources for team members to improve and develop their skills.

5. Foster Inclusion and Respect:

- Embrace Diversity: Encourage diverse perspectives and make sure all voices are heard, especially quieter team members.

- Respect Differences: Promote a culture where different opinions and backgrounds are respected and valued.

6. Establish Clear Norms and Expectations:

- Set Ground Rules: Develop team norms that promote respect and open dialogue. Make sure everyone understands and agrees to these norms.

- Clarify Roles and Responsibilities: Ensure everyone knows their role and how they contribute to the team’s goals.

7. Provide Training and Resources:

- Offer Workshops: Conduct training sessions on communication, empathy, and conflict resolution to build these skills within your team.

- Share Resources: Provide access to articles, books, and other resources on psychological safety and related topics.

8. Regularly Check-In with Your Team:

- Hold Regular Meetings: Have frequent one-on-ones and team meetings to discuss progress, challenges, and feelings of safety.

- Use Surveys and Feedback Tools: Periodically use anonymous surveys to gauge how team members feel about the psychological safety within the team.

9. Address Issues Promptly:

- Take Concerns Seriously: When issues are raised, address them quickly and effectively to show that you take psychological safety seriously.

- Resolve Conflicts Fairly: Handle conflicts with a fair and impartial approach, ensuring that all sides are heard and respected.

Implementing psychological safety is an ongoing process that requires commitment and consistency. By fostering a culture of openness, respect, and support, you can create an environment where your team feels safe to innovate, learn, and perform at their best.

If you would like help with improvements in any of the discussed areas, do not hesitate to get in touch.