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.
When you have psychological safety in the workplace, the following things increase:
When you have psychological safety people become more motivated because they feel more able to take risks.
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:
The SSOT for the slides on this page can be found in this folder.