Moore Kingston Smith’s Post

🔍 Psychological Safety: A Shared Responsibility 🔍 Lately, psychological safety has emerged as a recurring theme in 360-degree feedback. It’s such a nuanced and multifaceted topic—one that sparks some important questions: ✨ Who is responsible for creating the conditions where individuals feel safe in the workplace? ✨ Safe to challenge thinking, ask questions, and raise concerns? Many people instinctively point to the organisation as the primary driver, but that perspective can be overly simplistic. For example, individuals who are navigating personal challenges or external stressors may feel vulnerable and hesitate to speak up for fear of conflict or misunderstanding. This highlights the importance of acknowledging our own assumptions and recognising that previous experiences in other workplaces may not define the current environment. That said, organisations do play a critical role in fostering psychological safety. By creating and sustaining environments where people feel valued, heard, and supported, leaders can empower their teams to thrive. So, let’s reflect: 💡 What do you, your team, and your organisation actively do to create these safe spaces? 💡 How do you ensure the conditions are right for everyone to bring their best selves to work? I'd love to hear your thoughts on this important topic! Let's start a conversation. #PsychologicalSafety #WorkplaceCulture #Leadership #360Feedback

🚀 Are you aware of how psychological safety can be misused in the workplace? Check out Fast Company's article on promoting a supportive environment while maintaining accountability. Identify strategies to avoid the weaponization of psychological safety and to establish a culture of trust. 🧠 #Leadership #WorkplaceCulture #PsychologicalSafety #Accountability #SafetyCulture #FastCompany https://lnkd.in/gsA4uV22

Are you placing a high value on psychological safety at work? Brightmine (formerly XpertHR), suggests that creating an environment where employees feel fully engaged, and comfortable voicing concerns or making mistakes without being punished or humiliated, can help boost retention. This insightful blog provides a breakdown of the measures to take to create psychological safety at work. From leadership buy-in to cultural awareness, it’s well worth a read.

As a business leader, how can you build psychological safety at work? For starters, you want to create an environment where your team feels comfortable sharing ideas, raising concerns, admitting to mistakes, or asking for help without fear of negative consequences. But, it's not a one-size-fits-all approach. You also need to be proactive in creating a space where people can take risks, and be themselves! So, what approach can you use to build psychological safety in your organisations? You can facilitate psychological safety by: - Building relationships - Encouraging output - Leading with inclusion - Listening to employee feedback - Embracing failure How do you build psychological safety at your work? Let us know in the comments! 💬 Learn more: https://bit.ly/3zlofTB #PsychologicalSafetyAtWork #SafetyInTheWorkplace #WorkplaceCulture

Are you placing a high value on psychological safety at work? Brightmine (formerly XpertHR), suggests that creating an environment where employees feel fully engaged, and comfortable voicing concerns or making mistakes without being punished or humiliated, can help boost retention. This insightful blog provides a breakdown of the measures to take to create psychological safety at work. From leadership buy-in to cultural awareness, it’s well worth a read. https://lnkd.in/e68GrSUM

Psychological safety isn't just about being nice – it's about creating an environment where innovation thrives, accountability increases, and business results soar. Read more in our Medium Publication... #psychologicalsafety #leadershipskills #mindfulleadership #empoweringleadership

As a manager you must foster expected behaviours through trust and collaboration with your teams to build the foundations for psychological safety. BUT, what happens if your team members do not reciprocate the feeling (or behavour)? then you must promote accountability by facilitating conversations about purpose and vision, taking every opportunity to reinforce what accountability looks like in daily behaviours.

As psychological concepts like psychological safety gain traction in the business world, it’s encouraging to see more organisations recognising their value. However, I’ve noticed a growing tension between these concepts being genuinely helpful and the risk of them being misapplied. To look specifically at psychological safety, when understood and implemented correctly, fosters an environment where difficult conversations can take place without fear of retribution. But I’ve also seen it mistakenly equated with simply being nice and avoiding discomfort at all costs. This misapplication can actually hinder the very progress and innovation that psychological safety is meant to promote. True psychological safety isn’t about avoiding challenge; it’s about creating a space where challenge can occur constructively, where people feel secure enough to speak up, offer different perspectives, and engage in the tough, but necessary, conversations that drive performance and growth. It’s crucial to remember that psychological concepts are not just about making the workplace a more comfortable place—they’re about enabling effectiveness and driving business performance. When applied correctly, they don’t just create harmony; they create environments where teams can tackle challenges head-on, innovate, and succeed. Let’s make sure we’re using these concepts to their full potential, not just as buzzwords or feel-good initiatives, but as integral components of a thriving, effective workplace. #PsychologicalSafety #BusinessPerformance #Leadership #OrganisationalEffectiveness #ProfessionalDevelopment

Creating Psychological Safety in the Workplace. A few book recommendations. OYF (Own Your Future)Coaching The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth" by Amy C. Edmondson Amy Edmondson, a professor at Harvard Business School, is a leading expert on psychological safety in the workplace. In this book, she explores how fostering psychological safety can lead to increased innovation, better problem-solving, and overall organizational effectiveness. Drawing from extensive research and real-world examples, Edmondson offers practical insights and strategies for leaders to cultivate psychological safety within their teams and organizations. "Dare to Lead: Brave Work. Tough Conversations. Whole Hearts." by Brené Brown While not solely focused on psychological safety, Brené Brown's book "Dare to Lead" addresses the importance of creating a culture of courage and vulnerability in the workplace, which are essential elements of psychological safety. Brown, a renowned researcher and storyteller, provides actionable advice for leaders on how to cultivate trust, foster open communication, and empower their teams to thrive. By embracing vulnerability and authenticity, leaders can create environments where employees feel safe to take risks and share their ideas. #coaching #executivecoaching #oyfcoaching #leadershipdevelopment #ICF #IAC

SAFETY IN THE WORKPLACE When we mention safety in the workplace, it's usually interpreted as physical safety but, as Jeroen Kraaijenbrink says, "Psychological safety is essential for individual and organizational performance. This is what great leaders say (and mean!) to create it." https://buff.ly/47zeoH1 #trust #safespaceatwork #listenand learn #encouragement