Talent wins games, but teamwork and intelligence win championships. – Michael Jordan
Today, I’d want to discuss a subject that is close to my heart and has the potential to change the way we work and interact with one another. It’s called “psychological safety.” So, let’s plunge in and learn about psychological safety and how it can transform our jobs and relationships and, in the process, how we build a fearless organization drawing inspiration from the Project Aristotle.
What is Psychological Safety?
Have you ever wondered, “What is psychological safety?” Let me paint you a picture. Consider a workplace where you can truly express yourself, where every idea and viewpoint are valued, and no one needs to walk on eggshells. This is where the magic of psychological safety manifests itself. It is more than just a fancy corporate term; it refers to creating an environment in which everyone feels emotionally and intellectually safe. It’s a place where different perspectives may be exchanged, mistakes can be learned from, and personal growth can flourish. When psychological safety prevails, individuals feel empowered to take risks, collaborate, and bring their complete self to work. It is a potent stimulant of creativity, innovation, and high-performance teams.
Now, let’s look at what Psychological Safety looks like in the workplace. Have you ever heard of Project Aristotle? Google launched this project in 2012 to find out the secret sauce behind successful teams. What did they discover? It wasn’t about establishing a team of great employees; it was about something much simpler: psychological safety. When team members feel secure to take risks, express their thoughts, and know they will not be embarrassed if they make mistakes, you have reached peak collaboration and innovation.
The “recipe” for successful teamwork:
Google intended to discover a “recipe” for team success. They spent two years at Google analyzing 180 real and diverse teams. These were not experimental teams, but rather real teams performing “real” work in a business setting. In their attempt to discover what makes teams successful, Google discovered five factors in common. These five elements are presented below in descending order of importance:
Psychological Safety
Dependability
Clarity and structure
Meaning
Impact
Psychological Safety at the Workplace:
Organizations that prioritize psychological safety foster an environment in which employees feel confident speaking up, challenging the status quo, and contributing to the team’s collective growth. Google’s Project Aristotle, a ground-breaking research initiative, discovered that psychological safety is a critical component of effective teamwork and improved performance. Psychological safety requires everyone to agree on everything all of the time. Laziness, complacency, and incompetence are tolerated in a psychologically comfortable environment.
In her book “The Fearless Organization”, Harvard Professor Amy Edmondson demonstrates this beautifully with anecdotes and Psychological Safety examples. She emphasizes the need of promoting psychological safety in organizations, claiming that “in psychologically safe workplaces, people do not fear negative consequences for speaking up with work-related worries, questions, or ideas.” As you can see, fostering psychological safety in the workplace can be a real game changer. The research carried out by her for over 20 years has revealed that psychological safety improves employees’ ability to participate, collaborate, learn, and grow. These are necessary for innovation, diversity, inclusion, and a sense of belonging. Leaders require three interrelated strategies to develop or rebuild psychological safety:
•Set the stage for psychological safety by redefining work, failures, authority, and the organization’s purpose in a way that encourages people to speak up and contribute.
•Encourage involvement by convincing people that their opinions are valued and making it easy for them to speak up.
•Respond productively by being appreciative, encouraging, and firm at the same time.
Psychological Safety Quotes:
Inspiration can come in many forms, and here are a few quotes to ignite your passion for psychological safety:
•”Psychological safety isn’t just a nice-to-have; it’s a must-have for high-performing teams.” – Timothy R. Clark
•”In psychologically safe teams, members feel accepted and respected.” – Amy Edmondson
•”When we feel safe, we can be vulnerable. And when we’re vulnerable, we can truly connect.” – Brené Brown
•“A culture of silence is a dangerous culture.” -Amy Edmondson
Psychological Safety Examples:
Let’s look at some real-life situations to better appreciate the strength of psychological safety. Consider a team meeting in which every member feels comfortable speaking out, asking questions, and constructively questioning ideas. Consider a manager that freely confesses their faults, welcomes feedback, and values different points of view. These scenarios demonstrate psychological safety in action by encouraging trust, collaboration, and a sense of belonging.
Emotional Safety/ How to Feel Safe Emotionally:
I’m reminded of a Psychological Safety Quote by Simon Sinek, “A team is not a group of people who work together. A team is a group of people who trust each other.” This line resonates because feeling safe emotionally is as crucial in our personal relationships as it is at work. If you ever wondered, ‘What is emotional safety in a relationship?’, it’s about feeling secure and comfortable to express yourself to your partner without fear of adverse consequences.
This brings us to another vital question: How to feel safe emotionally? Emotional safety isn’t just handed to you; it’s something you have to cultivate on your own, as well as in your interpersonal relationships. It starts with open, honest communication, respect for each other’s thoughts, creating boundaries, and nurturing an atmosphere of empathy and kindness.
How to Measure Psychological Safety?
“How do you measure Psychological Safety?” While there is no one-size-fits-all solution, it is typically assessed through anonymous employee surveys or open, one-on-one interactions. Is there a willingness to freely share ideas? Are people at ease admitting mistakes? Are disagreements handled with empathy and respect? The responses to these questions can serve as a barometer for the psychological safety climate in your organisation.
Final thoughts:
In life and work, feeling safe, being able to express yourself without fear is not just good for you, it’s good for all of us. Don’t just aim for success, aim for a symbiotic relationship of trust and safety at your workplace and in your personal life. Together, let’s make psychological safety not the exception, but the rule.
“Building and reinforcing the work environment where people can learn, innovate, and grow is a never-ending job, but a deeply meaningful one.”.” -Amy Edmondson