Shatanese Reese, SPHR SHRM-SCP’s Post

One of the key signs that psychological safety is being practiced is the presence of good questions and “clean” listening.

💡 Are You Measuring Psychological Safety Correctly? 💡 Avoid the common mistakes that can undermine your efforts. Dive into our latest insights and ensure your team feels safe and supported. 👉 Learn More https://lnkd.in/ez-eb35b #EmployeeEngagement #LeadershipDevelopment #PsychSafety

COMMON MISCONCEPTION: Psychological Safety is the belief that your team can take risks (aka inter-personal risk taking), make mistakes and express their opinions without fear of judgement. --- This ISN’T what Psychological Safety is. Inter-personal relates to dynamics of relationships and communication between people. So, based on this definition, psychological safety is fundamentally about how individuals engage with each other. Right? Wrong. --- What Psychological Safety actually is Psychological safety is primarily focused on an individual's subjective experience of safety, comfort and confidence within a specific context. Psychological safety refers to how safe and at ease you feel in different settings, whether it is a physical space, an environment, a situation or when interacting with people. --- Psychological Safety is a complex concept with a multi-dimensional nature. Your perception and feeling of being safe encompasses a variety of cognitive-emotional-behavioural aspects, that influence emotional and mental well-being, thought processes, emotional responses and behaviour. Psychological safety extends beyond mental and emotional well-being to incorporate aspects such as intra-personal awareness, inter-personal dynamics, communication and social interactions, team dynamics, among others. --- So, you see, psychological safety is a much bigger concept than inter-personal risk taking, with a wider scope that often goes unnoticed or is downplayed. As you read more editions of the Psychological Safety 101 newsletter, I am sure you will see and appreciate the breadth of psychological safety. If you are not subscribed to the Newsletter, do it now! Any questions, let me know in the comments! #PsychologicalSafety #PsychologicalSafety101 #Inclusion #Leadership #Culture

How Do You Foster a Culture of Psychological Safety? Have you heard of the term psychological safety before? Do you know what impact it can have on your team? Are you wondering how you can bring it to your team? Read our latest blog to find the answers to all the questions you may have about psychological safety, and learn how important it is to have on your team: https://lnkd.in/dwqjrFmK #PsychologicalSafety #EmotionalIntelligence

💡 Are You Measuring Psychological Safety Correctly? 💡 Avoid the common mistakes that can undermine your efforts. Dive into our latest insights and ensure your team feels safe and supported. 👉 Learn More https://lnkd.in/eGH2z5-w #EmployeeEngagement #LeadershipDevelopment #PsychSafety

I recently came across this insightful article from Harvard Business Review on psychological safety: https://lnkd.in/gd3DSnSC Psychological safety is a critical component of a healthy workplace, yet it's often overlooked. My personal journey has shown me the stark difference it makes. In previous roles, the absence of psychological safety created an environment where speaking up was met with resistance, leading to significant stress and PTSD. The lack of support made it challenging to share ideas, raise concerns, or even contribute fully. Interestingly, I didn't fully understand what psychological safety was until I joined an organization where it truly mattered. As the article highlights, psychological safety is about creating a culture where employees feel safe to take risks and voice their opinions without fear of retribution. In my current role, this principle is deeply embedded in the organizational culture. Here, I feel heard, listened to, and respected. This supportive environment has transformed my professional experience, allowing me to contribute confidently and authentically. As the article explains, when team members feel psychologically safe, it leads to better problem-solving, increased creativity, and a stronger sense of community. My experience aligns perfectly with these findings. The ability to "see something, say something" without fear of negative repercussions has been empowering and beneficial for both my well-being and my work performance. Organizations that foster psychological safety not only enhance employee well-being but also drive innovation and productivity. I urge leaders and organizations to recognize the importance of psychological safety and to actively cultivate it within their teams. The benefits extend beyond individual well-being to create a thriving, dynamic workplace culture. #PsychologicalSafety #WorkplaceCulture #EmployeeWellbeing #Leadership #OrganizationalDevelopment #Innovation #Teamwork #MentalHealth

"... psychological safety may be the key to realizing the promise of diversity in teams". What Is Psychological Safety? Harvard Business Review article by Amy Gallo. The article looks at what psychological safety, why it is important, how to know if your team has it, and how to create pyschological safety. A good read. #PsychologicalSafety #teams #workplace https://lnkd.in/eEXYwD8u

📊 Master the Art of Measuring Psychological Safety 📊 Don’t let common mistakes derail your efforts. Our latest article breaks down the do’s and don’ts of measuring psychological safety. Click to read! 👉 Find Out More https://lnkd.in/eGH2z5-w #LeadershipTips #Engagement #PsychSafety

Psychological Safety? Having worked in academia for a few years with Professor Lin Ostrom, who later earned the Nobel Prize in Economics, I became accustomed to deciphering academic lingo and putting things into practical terms. While I love my pointy-headed academic friends, they often miss the mark when it comes to applying their work. Lin, who cared little for formalities and insisted we call her by her name, was excellent at practical applications. She took Mancur Olson’s and Garrett Hardin’s theories about common pool resources to another level in her practical treatise, Governing the Commons. So, when I hear terms like “psychological safety” I always have to put on my thinking cap and figure out how it applies in the real world. Essentially, psychological safety is ensuring a work environment where everyone feels safe to bring up ideas, questions, or concerns without reprisal. Reprisal can take many forms, like ostracism – “that’s a stupid idea” for example, or outright ignoring team members. People also want to be included and valued on a team and feel comfortable challenging the status quo. As an appellate practitioner, we would often “moot” oral arguments before other lawyers. It was a laboratory for psychological safety. And to what end? The process led to the best possible argument before a court. I have participated in countless “moots” from both perspectives, and I always felt better coming out of the moot than before I went in. When a team includes a mix of lesser experienced and more experienced members, everyone benefits from an inclusive environment where ideas are shared collaboratively and no one is criticized or left out. Old and new ideas alike are challenged, leading to growth in the organization. As managers, it is our duty to ensure that we hear from everyone on the team, even the person who is quiet will have something valuable to contribute. Maybe he or she is more of a thinker, but when they do speak up, they have something significant to say. How do you ensure psychological safety on your work teams?

Psychological safety? A must for successful teams, especially in the times we live in! At Get The Gen we can help you and your team learn more about this and take simple steps towards creating Psychological safety. Drop us a DM to learn more about the options available.