A workplace that fosters psychological safety is one where team members feel free to be their authentic selves, take necessary risks, and engage in open dialogue. It’s an environment where employees can admit mistakes without fear of blame, tackle tough issues head-on, and seek feedback without hesitation. In such a space, trust runs deep—team members know that no one is out to undermine them, and they feel valued as integral parts of the group.
Psychological safety goes beyond the absence of hostility; it encourages vulnerability and growth. When team members are unafraid to speak up, share their ideas, or admit their shortcomings, they unlock the potential for greater innovation, learning, and collaboration. Robert Sutton, PhD, a Stanford professor and organizational psychologist, highlights this concept in his book The Friction Project: How Smart Leaders Make the Right Things Easier and the Wrong Things Harder. He poses a simple but telling question: "Who are the stars in your workplace? Are they the ones who instill fear, stifle ideas, and point fingers? Or are they the ones who promote learning, openly discuss their own mistakes, and help others grow by candidly but kindly addressing failures?"
In a psychologically safe workplace, the real stars are those who lead with humility, not ego. They aren’t afraid to acknowledge their own flaws and, in doing so, create a culture where learning from mistakes becomes a collective effort. When people focus on their own growth instead of blaming others, it signals a workplace where everyone feels secure and respected.
For those looking to foster this kind of environment, the American Psychological Association’s article “What is psychological safety at work? Here’s how to start creating it” provides actionable insights. Published in December 2023 and updated in March 2024, the article outlines steps that leaders and teams can take to build a psychologically safe workplace. When done right, the benefits extend far beyond individual well-being—teams become more resilient, innovative, and capable of navigating challenges together.
If you want a workplace where ideas flourish, mistakes become learning opportunities, and trust is the foundation, start by creating psychological safety. It's not just about avoiding conflict; it’s about embracing honesty, empathy, and collaboration for the greater good of the team.
Leaders can
- Celebrate learning from mistakes and build “lessons learned” debriefing sessions into every project.
- Lead by example to show how to raise problems and tough issues for discussion in a constructive, nonjudgmental manner.
- Encourage all team members to raise problems or tough issues that may be on their minds.
- Publicly recognize and celebrate the unique skills and talents brought by each member of the team(s) you lead.
Organizations can
- Train leaders and managers on concrete steps for fostering psychological safety.
- Examine the organization to see if there are unnecessary hierarchies, chains-of-command, or professional boundaries that discourage communication from front-line workers to upper management.
- Provide ways to recognize and celebrate employees’ unique skills and talents in organization-wide communications.
- Repeatedly emphasize that the organization will not tolerate any employee deliberately undermining the efforts of another employee.
Employees can
- Focus on finding solutions with questions like, “what can we all do to help solve this problem?”
- Actively listen to the ideas shared by your colleagues and ask respectful questions.
- Extend kindness and respect when team members share ideas even if you disagree with them.
- Provide feedback in a respectful, thoughtful way.
The article highlights a quote from Beth M. Schwartz, PhD, associate director in the American Psychological Association's Office of Applied Psychology, who states, "Psychological safety allows us to uncover the true potential of each team member. It reveals the unique strengths and talents they bring to the table, ultimately leading to more productive organizations."
Regardless of our role or leadership position, every effort to cultivate psychological safety benefits not only those who offer it and receive it, but also those who observe it. When psychological safety thrives, it creates a ripple effect that enhances the entire team’s experience.
Source:
American Psychological Association, What is psychological safety at work? Here’s how to start creating it
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