Meet Jo Long
As a female in her mid-fifties, working from the age of 16, I have a multitude of experiences in business, some not so great culturally, and others that really helped me grow as a person. The workplace has changed significantly and mostly for the better although, for sure, there is still so much more we, as leaders of people can do to ensure we create an environment where our colleagues feel “psychologically safe”
In today’s dynamic and fast-paced work environment, psychological safety has emerged as a cornerstone of effective and high-performing teams. Rooted in the belief that employees should feel safe to take risks and be vulnerable in front of each other, psychological safety fosters creativity and innovation as well as embedding a sense of belonging. Leaders of people play a pivotal role in creating and maintaining this environment through intentional actions that encourage others to feel safe to take interpersonal risks.
Whilst the list of behaviours and actions we can take is endless, this article delves into the critical areas leaders should focus on to prioritise psychological safety based on Harvard professor, Amy Edmonson’s model. Aiming to highlight the benefits of creating this awareness it offers areas of focus along with actionable tips that highlight the human skills necessary to transform workplace culture, making it conducive to growth collaboration and success.
Communication
Starting with the basics, communication, above all else, open communication is essential. Encouraging transparency means that as Leaders we should be promoting open dialogue, where team members feel comfortable sharing their thoughts, concerns, and ideas without fear of retribution.
Create a culture where asking questions and providing feedback is encouraged and rewarded.
Frame mistakes as opportunities for learning rather than failures.
Actively listen, being connected to the person in the moment will confirm your genuine interest in their input and validate their feelings.
Build Trust, actioning the above will help to build trust and make employees feel more valued.
Let’s talk environments, one that’s inclusive, everyone feels safe to bring their whole self to work as all contributions are valued.
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Celebrate diverse perspectives and experiences. This not only enriches problem-solving but also ensures everyone feels included.
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Equitable Opportunities, ensure that all team members have equal access to opportunities and resources. Recognise any biases that may exist and be sure to address them.
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Recognise and Address Conflict: Deal with conflicts promptly and fairly. Encourage healthy, respectful debates that lead to better outcomes.
Leadership
Invest your Leadership skills, this list is many, however Emotional Intelligence is paramount and Empathy is one of its key pillars;
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Empathy and Understanding; Leaders who can demonstrate empathy and understanding towards their employees’ personal and professional challenges enable more effective creativity, collaboration and learning through failure.
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Mentorship and Development; Be available to provide guidance and opportunities for growth, showing a genuine investment in employees’ career development to be the best they can be.
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Invest in Training: Provide training on emotional intelligence, active listening, and conflict resolution to equip your team with the skills needed for a psychologically safe environment
Experimentation
Encourage growth through experimentation, fostering a habitat which enables the celebration of calculated risk-taking even if they fail.
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Accepting Mistakes: Create a culture where mistakes are seen as learning opportunities rather than failures. This encourages employees to take calculated risks without fear. and encouraging them to tackle difficult tasks.
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Rewarding Innovation; Recognise and reward innovative thinking and problem-solving, even if the outcome isn’t always successful.
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Model Vulnerability: Show your own vulnerability by admitting mistakes and sharing personal experiences. This sets the tone for others to do the same.
Be Clear with Expectations and Feedback; having regular check-ins makes it easier to discuss sensitive issues.
Defined Goals: Set clear and achievable goals. When employees know what is expected of them, they are more likely to feel secure in their roles.
Constructive Feedback: Provide regular, constructive feedback that focuses on growth and improvement rather than criticism.
Create Safe Spaces: Designate time and space for open discussions, such as regular team check-ins or anonymous feedback channels.
But it’s not all one way, The Benefits of prioritising Psychological Safety in the workplace is not just a moral imperative but a strategic one. As a business you will witness increased Innovation through teams that feel safe and are more likely to experiment and innovate, leading to better solutions and products. With more interesting challenging work, your employee engagement will thrive as attrition falls away reducing hidden costs. Not to mention employees who feel psychologically safe are more engaged and committed to their work, which boosts productivity.
