Psychological safety at the workplace is a term used frequently but generally misconstrued by most. The term ‘team psychological safety’ was coined by Amy Edmondson, a Harvard Business School professor.  

According to the professor, it is “felt permission for candor,” or, in simple words, a shared belief of the team members that they can express their views and ideas without any fear of negative consequences. They can ask questions or admit mistakes without the fear of being punished for the same.

In the context of team psychological safety, the collective nature of the ‘team’ holds significance. This phenomenon operates at the group level and helps shape the learning behavior within the team. Consequently, it impacts team performance and organizational effectiveness. 

The feeling of safety and the inclination to voice opinions is not an individual attribute, despite being personally felt and experienced. It is a characteristic of the group. Research on the subject reveals that individuals collaborating closely within a team exhibit comparable levels of psychological safety.

That brings us to the question: 

Why is Team Psychological Safety Important?

Team Psychological Safety is important because it offers multiple advantages for a team. It ensures heightened engagement and motivation among team members. 

• They feel empowered to contribute meaningfully without fear of reprisal.
• It helps them contribute to superior decision-making by creating an environment where individuals can express opinions comfortably, resulting in more options.
• It cultivates a culture of continuous learning and improvement, as the team is at ease sharing mistakes and learning from them. 

Research indicates a positive correlation with team performance, innovation, creativity, and resilience. 

Conversely, the absence of psychological safety can have detrimental effects on employee well-being. This can result in stress, burnout, and attrition. It can adversely impact overall organizational performance.

The Role Of Leaders In Fostering Team Psychological Safety

Creating a workspace environment that blends productivity, safety, and companionship can be any leader’s ultimate challenge. Have you ever wondered how to forge that psychologically safe space for your team? 

Here are the three pivotal steps for leaders embarking on the journey to cultivate a psychologically safe team. Explore these well-researched steps to create an environment where individuals thrive and collaborate seamlessly.

1. Manage Expectations And Draw Clear Goals

Adopting psychological safety at work begins with managing expectations and establishing clear goals. 

How can leaders ensure their team operates with confidence and clarity? 

• Set realistic and achievable goals without imposing any stress-inducing unrealistic expectations. 
• Collaborate with the team to set challenging yet attainable targets.
• Provide the necessary resources and support to achieve the goals.

It is equally important to incorporate regular feedback into the equation. Offer constructive, specific, timely counsel that focuses on behaviors and outcomes. Avoid personal attacks at all costs. 

Acknowledge the team’s efforts and achievements, and gently but firmly guide them toward improvement. 

2. Promote Learning And Encourage Progress

Cultivating psychological safety and perpetual enhancement in your team involves a focus on encouraging learning and growth. Improve your team’s professional development by:

• Offering learning and skill-building opportunities, such as training programs, workshops, conferences, or mentoring initiatives.
• Highlighting that individual growth is a priority for achieving a sense of support and value.

It is crucial to establish a growth mindset within your team. Encourage team members to take up challenges and persist in the face of setbacks. Failures must be seen as valuable learning experiences. 

Instilling a growth mindset creates an atmosphere where individuals feel secure to take risks and explore uncharted possibilities. 

3. Create An Atmosphere Where Conflicts Are Resolved Amicably

Promoting psychological safety also involves recognizing conflict as a natural aspect of the workplace and focusing on its smooth management. There is a misconception that conflict resolution is solely the responsibility of leaders. That’s not entirely true. It should be a collective effort involving all employees. How to do it?

• Empower your team with conflict-resolution skills.
• Provide training and resources to achieve constructive navigation of disagreements.
• Underscore the need for active listening, empathy, and seeking common ground. 

When conflicts arise, encourage open dialogue among team members to create an atmosphere of understanding and empathy. Guide the team in finding mutually agreeable solutions. This helps rebuild trust and sustain psychological safety. 

Conclusion

Cultivating psychological safety at work is crucial for boosting team productivity and innovation. Implement these practical strategies to cultivate an environment where individuals confidently take risks, share ideas, and collaborate openly. It is pertinent to note that this is an ongoing commitment that requires continuous evaluation. Using these tips, you can create a workplace where individuals thrive, feel supported, and put in their best.