In the wake of global events such as the Israel and Hamas war, the surge in hate crimes, and the growing political and social polarization worldwide, many individuals, including DEI practitioners like myself, find themselves in an environment marked by fear and uncertainty. The very foundations of trust and inclusivity are shaken, making it challenging to foster diversity, equity, and inclusion (DEI) in our workplaces, schools, and communities. It is in these turbulent times that the concept of psychological safety shines as a beacon of hope and transformation.
Understanding Psychological Safety
Psychological safety, as defined by Amy Edmondson, is a shared belief among team members that it’s acceptable to take risks, voice concerns, express ideas, and admit mistakes without fear of negative repercussions. It is the fundamental prerequisite for fostering an environment where individuals feel safe to be their authentic selves, ask questions, and contribute their unique perspectives.
The Four Stages of Psychological Safety
Timothy Clark’s “Four Stages of Psychological Safety” model provides us with a roadmap to understand the journey toward creating a psychologically safe space. These stages include Inclusion Safety, Learner Safety, Contributor Safety, and Challenger Safety. Inclusion Safety is the foundational stage, where individuals feel included and valued. As we progress through these stages, individuals become more comfortable taking risks and challenging the status quo, ultimately driving transformative change.
The Psychological Safety Playbook
Karolin Helbig and Minette Norman, in their work “The Psychological Safety Playbook,” provide valuable insights into practical strategies and tactics to nurture psychological safety. These playbooks offer a comprehensive guide for organizations and leaders to establish norms, encourage open communication, and create an environment where every voice matters.
Sooner Safer Happier
Jonathan Smart, Zsolt Berend, Myles Ogilvie, and Simon Rohrer, in their book “Sooner Safer Happier,” explore the intersection of psychological safety and agile practices in the workplace. They demonstrate how fostering psychological safety can accelerate innovation, improve decision-making, and enhance overall team performance.
Benefits of Psychological Safety
Psychological safety holds profound benefits for organizations and communities facing adversity. Research, such as Project Aristotle at Google, underscores how psychological safety leads to increased engagement, more diverse perspectives, and a culture of continuous learning and improvement. It empowers individuals to speak up, admit mistakes, and contribute to innovative solutions.
The Evolution of Psychological Safety
Over the years, the concept of psychological safety has evolved. It is no longer seen as a mere nicety but a critical component, especially in creative, collaborative, and diverse work environments. Amy Edmondson’s research has shown that psychological safety plays a pivotal role in realizing the promise of diversity in teams.
Assessing Psychological Safety
To gauge the level of psychological safety within a team, Amy Edmondson’s 7-item questionnaire can be invaluable. By evaluating questions such as the acceptance of mistakes, the ability to bring up problems, and the valuing of unique skills, leaders can gain insights into their team’s perception of psychological safety.
Ask your team to consider these 7 questions:
If you make a mistake on your team, is it held against you?
Are you able to bring up problems and tough issues?
Do people on the team sometimes reject others for being different?
Is it safe to take a risk?
Is it difficult to ask other team members for help?
Do people on the team deliberately act to undermine your efforts?
Are your unique skills and talents valued and utilized?
Creating Psychological Safety
Creating a psychologically safe environment is not an exact science, but a blend of art and good management practices. It involves setting clear norms, actively inviting input, responding productively to feedback, and demonstrating vulnerability as leaders. This climate, as experts emphasize, is co-created and requires constant effort.
Common Misconceptions
It’s crucial to dispel two common misconceptions about psychological safety. First, it’s not about being “nice”; rather, it’s about candor and open communication. Second, it doesn’t mean feeling comfortable all the time. In fact, learning, growth, and innovation often require individuals to step out of their comfort zones.
Final Thoughts
In these trying times, psychological safety emerges as a linchpin for organizations, schools, and communities striving for transformative change in DEI efforts. By prioritizing psychological safety, we can build trust, encourage diverse perspectives, and navigate the stormy seas of fear and uncertainty with resilience and strength. The works of experts like Timothy Clark, Karolin Helbig, Minette Norman, Jonathan Smart, Zsolt Berend, Myles Ogilvie, Simon Rohrer, and Amy Edmondson provide us with the knowledge and tools to embark on this crucial journey.
Effenus Henderson
References
- Clark, Timothy. “The Four Stages of Psychological Safety.”
- Helbig, Karolin, and Norman, Minette. “The Psychological Safety Playbook.”
- Smart, Jonathan, Berend, Zsolt, Ogilvie, Myles, and Rohrer, Simon. “Sooner Safer Happier.”
- Edmondson, Amy. “The Fearless Organization.”
