This informal CPD article, ‘Psychological Safety: The Foundation of an Effective Workplace’, was provided by iAM Learning, who are transforming the way your workforce trains and retains, using high-end animation, lovable characters and captivating stories to make even the most serious subjects appealing and unforgettable.
Do you remember the early days of your career well? Imagine a time when your team has a problem, but you’ve come up with an innovative solution. Except… you aren’t sharing it. You feel too ‘junior’ in the role, and you’re worried about potential criticism or looking foolish to your co-workers.
Perhaps you’ve tried to speak up before and encountered negative reactions. Experiences like this can discourage future participation. This can still be a challenge in workplaces without psychological safety.
Psychological safety is a shared understanding that taking interpersonal risks within a team is supported. It’s where team members can share ideas without fear of embarrassment, admit mistakes openly and ask questions without feeling incompetent. A place with psychological safety lets you offer constructive feedback and challenge existing processes without the worry that you’re going to be punished for it.
Psychological Safety as a Leader
Creating psychological safety in your workplace is a gradual process. You’ve got to show authentic, consistent leadership behaviours. Share your human side – when you openly share your own learning experiences, including your mistakes (no matter how embarrassing), you’re telling your team that it’s ok not to be perfect. Vulnerabilities are part of what makes you a person, rather than just ‘the boss’.
Using the above approach, you’ll change workplace dynamics from ‘judgemental’ to ‘supportive.’ What other strategies can leaders use to promote a psychologically safe environment for their teams?
One effective approach is genuine listening. Truly hearing your team’s perspective without criticism. By hearing what they have to say without judging, asking and answering thoughtful questions, and showing them that you value their input, you build trust and encourage open communication.
Another is to frame challenges as collective learning opportunities. This mindset encourages collaboration and reduces the fear of failure by emphasising shared progress. Yet another is to ask curious questions of your team, like “What insights can we gain from this?”. Doing so sparks reflection and an open dialogue. You can discuss what works and what the obstacles are and show a commitment to growth.
Finally, consider recognising team members who contribute ideas, ask questions or challenge existing thinking. Not in order to embarrass them but to openly reinforce that culture of innovation and psychological safety. This can encourage others to share their ideas and engage more freely. Create a culture where speaking up is viewed as a strength, not a risk.
Potential Pitfalls
While psychological safety breeds collaboration and innovation, balancing openness with accountability is important. A highly psychologically safe environment shouldn’t come at the expense of constructive criticism, performance expectations or professional responsibility.
If not managed effectively, it may lead to reluctance to address difficult but necessary conversations or excessive ‘groupthink’.
Leaders must ensure psychological safety supports, rather than replaces, a culture of continuous improvement.
Measuring Psychological Safety
What if you aren’t sure if your team is psychologically safe or not? Maybe you feel it’s on its way there, but you simply don’t know. Here are some ways that businesses can assess psychological safety:
- Anonymous team surveys – These provide a safe way for your team to share their honest views about the workplace. They can highlight areas where psychological safety is thriving and others where improvements can be made.
- One-to-one feedback sessions – Individual sessions allow your people to speak openly in a private environment. This personalised approach helps leaders uncover concerns or barriers that might not surface in group discussions.
- Observation of team interactions – Paying attention to how your team interacts can reveal a lot about the culture. Look for signs like willingness to ask questions, how conflicts are handled and inclusive discussions.
- Analyse meeting dynamics – Reviewing who speaks, who stays silent, and how well ideas are received can shed light on the team’s level of comfort and engagement.
- Tracking ideas generated and implemented – the volume of ideas being shared and acted upon can provide valuable insights into psychological safety.
Psychological Safety Breeds Success
In a psychologically safe environment, individuals are more likely to confidently share solutions, knowing their contribution is valued. That’s the power of psychological safety, and it can help you unlock your team’s potential. Get it right, and it drives continuous learning, innovation, engagement, and ultimately organisational resilience.
By prioritising psychological safety, leaders like you make a workplace where learning, creativity and performance flourish.
We hope this article was helpful. For more information from iAM Learning, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more CPD articles, courses and events relevant to your Continuing Professional Development requirements.
