On this page we are going to review psychological safety and it's importance for successful teams.
Psychological safety is defined by Amy Edmondson as a “shared belief held by members of a team that the team is safe for interpersonal risk taking”.
It's not about being warm and fuzzy and sharing your feelings. It's about being comfortable admitting when you are wrong or have made a mistake as well as challenging each other for the better.
Watch the video below where Susan David explains psychological safety.
The following information was summarized from an article on Psychological Safety by PeopleTalking.
Psycholgoical Safety has primary importance when it comes to significant impact on a team's performance.
The other factors that have an impact on a team's performance are: Dependability, Structure, Meaning & Clarity, Impact.
In addition, the factors of Accountability, Open Communication & Motivation, Dialogue Practices, and Shared Assumptions are only valuable when the team is already psychologically safe. In the diagram, those lie on the arrows between each of the circles.
Why is psychological safety important? When you have psychological safety in the workplace, the following things increase:
Amy Edmonson uses David Kantor's model to show the relationship between Psychological Safety and Accountability & Motivation. When there is an environment where psychological safetey is low or non-existant, it can be very stress or anxiety filled. When there is high psychological safety, it can make more comfortable. You can get a better picture of this from the diagram below.
When you have psychological safety people become more motivated because they feel more able to take risks. When people feel psychologically safe, they will learn from their failure rather than feeling the need to blame others.
Psychological safety has impacts on diversity and inclusion in organizations. Even if an organization has diversity, it doesn't mean that inclusion is present as well.
The above list is from a Grant Thornton article.
It is important to enable a human-to-human approach and realize the other party is more like you than different. The reflection activity is called “Just Like Me” developed by Paul Santagata asks you to consider:
A recording of the second of two sessions can be found here:
The SSOT for the slides on this page can be found in this folder.