“Psychological safety” is a term coined by Amy Edmondson, an American scholar and Novartis Professor of Leadership and Management at the Harvard Business School. It is the why behind our responses to questions such as “Can I speak up? Will I be punished or ridiculed for sharing my opinion? Do I feel safe representing my idea(s)? Further, it is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.
Providing an environment where people are encouraged to speak up and feel safe in doing so is essential to building a culture well-being. Active listening, providing people the opportunity to share their thoughts, feel heard and seen, give and get feedback, admit mistakes, ask for help, and ask questions all foster a foundation for team learning, team building, collaboration, innovation and resilience.
A psychologically safe culture:
- Drives employee engagement and well-being
- Enhances collaboration, learning and problem-solving
- Reduces turnover and burnout
- Is critical to belonging, mental health, physical health and well-being and innovation
Steps to ensure your environment is rich with psychological safety include:
- Assessing current team climate
- Training leaders on inclusive behaviors
- Practicing active listening
- Being genuine and intentional in your approach
- Celebrating learning from mistakes
- Encouraging questions
- Providing anonymous feedback channels
Leaders modeling a culture of care sets an example for others.
Contact us to learn more about fostering a psychologically safe environment and building a culture of well-being that can benefit your team and workplace.
