The Leader’s Role In Psychological Safety
Let’s talk about something that’s absolutely crucial for the success of your team: psychological safety. It’s not just a buzzword; it’s the foundation for a thriving, innovative, and productive workplace. But what exactly is psychological safety, and why should you, as a leader, care about it? More importantly, how can you create an environment where your team feels safe to speak up, take risks, and be their authentic selves? Let’s explore these questions together.
What is Psychological Safety?
Amy Edmondson, a professor at Harvard Business School, coined the term. She defines psychological safety is a shared belief that the team is safe for interpersonal risk-taking. In simpler terms, it’s about creating an environment where team members feel comfortable being themselves without fear of embarrassment, rejection, or punishment for speaking up with ideas, questions, concerns, or mistakes. When people feel psychologically safe, they are more engaged, more likely to collaborate, innovate, and contribute to the team’s success. All team members feel their contributions are valued and important.
Why is the Leader’s Role Important?
As a leader, you set the tone for your team. Your actions, words, and attitudes have a significant impact on how safe your team members feel. If you create a culture of trust and openness, your team will likely follow suit. Conversely, if you create a culture of fear and blame, your team members will be reluctant to share their thoughts and ideas. A leader’s behaviors and practices create an environment where psychological safety can grow and flourish.
Top Leadership Practices That Create Psychological Safety
Set the Expectation – Redefine how failure and uncertainty is viewed in the organization. Make it more about learning and focusing on the future. Clarify why it is important for all voices to be heard; what’s at stake and why it matters. When starting a new project try stating something like; “This is new territory for us, so I am going to need everyone’s input” or “There are many unknowns, things are changing fast and this is complex stuff. We will make mistakes”.
Show Vulnerability – When leaders share their own mistakes and learning experiences, they model that it’s okay to take risks and fail. This encourages team members to be open and honest without fear of judgement. For example: “Last quarter I made a decision that didn’t turn out as expected. Here’s what I learned from that experience.”
Ask for Input – Don’t assume team members will automatically speak up. Leaders should actively invite input and feedback. These behaviors send a message that everyone’s voice matters, fostering a culture of collaboration and innovation. Try making it a point during team meetings to invite input from everyone, not just the usual voices. Ask open-ended questions like, “What are your thoughts on this approach?” or “Does anyone see any potential challenges with this plan?” In addition to meetings, utilize surveys, focus groups and one on one’s to gather input. By offering multiple feedback opportunities, leaders make it easier for people to offer their perspective and ask their own questions.
Actively Listen – When a team member comes to you with a concern or idea, give them your full attention. Put away distractions, make eye contact, and nod to show you’re engaged. Reflect back what they’ve said by paraphrasing, like, “So what I’m hearing is that you’re concerned about the project timeline. Let’s talk about how we can address that.” Giving your full attention demonstrates respect and validation which builds trust and makes individuals feel valued and heard.
Foster Inclusivity – Recognizing and celebrating the diverse perspectives and background within the team helps everyone feel respected and integral to the team’s success, promoting a sense of belonging. This involves actively seeking out and valuing different viewpoints, creating opportunities for all voices to be heard, and ensuring that diverse contributions are acknowledged and appreciated.
Provide Constructive Feedback – Offering feedback that focuses on growth and improvement rather than criticism helps team members learn and develop, creating an environment where they feel supported and motivated to improve. For instance, “I have some suggestions on improving a few areas of the presentation. I’d like to share them and get your input.” This approach helps team members learn and grow without feeling attacked.
Show Appreciation – For an environment of psychological safety to grow, it is critical for leaders to recognize and respond positively to team members that take risks. Praising efforts regardless of the results supports a learning culture. When people understand that performance is about good effort and strategy, they are more confident to try new things and more resilient when faced with challenge.
Creating psychological safety is not a one-time effort but an ongoing practice. As a leader, your role in fostering this environment is pivotal. By setting expectations, showing vulnerability, asking for input, actively listening, fostering inclusivity, providing constructive feedback and showing appreciation, you can build a team that feels safe to innovate, collaborate, and excel. Remember, a psychologically safe workplace is not just beneficial for your team; it’s a cornerstone for achieving extraordinary results.
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