Sinclair Workforce Development’s Post

Team psychological safety is crucial for effective teamwork. It allows team members to take risks, share their ideas, voice their concerns, ask questions, and admit mistakes without fear of negative consequences. If you're interested in learning more about how to create a psychologically safe environment for your team, check out this insightful article from Harvard Business Review. #HBR #learning #Psychologicalsafety #Teamwork #HRarticles #HR https://lnkd.in/g3NqHnmS

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

Is it safe to take risks on your team at work? Amy Edmondson reminds us, “Candor is hard but non-candor is worse.” --------------------- Amy Gallo writes: "Team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences. As Amy Edmondson puts it, “it’s felt permission for candor.” Benefits outlined in the article: 1. "Team members feeling more engaged and motivated, because they feel that their contributions matter and that they’re able to speak up without fear of retribution. 2. [Psychological Safety] can lead to better decision-making, as people feel more comfortable voicing their opinions and concerns, which often leads to a more diverse range of perspectives being heard and considered. 3. And, it can foster a culture of continuous learning and improvement, as team members feel comfortable sharing their mistakes and learning from them." "All of these benefits — the impact on a team’s performance, innovation, creativity, resilience, and learning — have been proven in research ... Google's research - Project Aristotle ... "concluded that who was on a team mattered less than how the team worked together. And the most important factor was psychological safety." https://lnkd.in/gr6F_fbE

"... 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

In her insightful article, Amy Gallo explores the crucial concept of psychological safety, often misunderstood despite its frequent mention in discussions about effective teamwork. Drawing on the expertise of Harvard Business School professor Amy Edmondson, who coined the term “team psychological safety,” Amy Gallo addresses several fundamental questions: 1.- What is psychological safety? 2.-Why is psychological safety important? 3.-How has the idea evolved? 4.-How do you know if your team has it? 5.-How do you create psychological safety? 6.-What are common misconceptions? Through Amy Edmondson's input, Amy Gallo provides a comprehensive guide to understanding, assessing, and fostering psychological safety within teams, highlighting its critical role in creating an environment where members feel safe to take risks and express their ideas without fear of negative consequences.

Psychological Safety is the most important trait for long-term success in your teams. But what is it? 🤔 💡 “Team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences.” 💡 Teams without psychological safety are: ❌ less creative ❌ less productive ❌ less collaborative ❌ less engaged ❌ more likely to have members quit All of which have a profoundly negative impact on your company. Are you prioritizing psychological safety? https://lnkd.in/eEXYwD8u

A great reminder that psychological safety is not about all-or-nothing kinds of approaches. It’s only when it’s married with high standards that it gets people in the right zone of high performance. #psychologicalsafety #highperformance

"Team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences. As Edmondson puts it, “it’s felt permission for candor.” Edmondson first landed on the concept when she was doing research for her PhD. She had set out to study the relationship between error making and teamwork in hospitals, expecting to find that more effective teams made fewer mistakes. But what she found was that the teams who reported better teamwork seemed to experience more errors. When she dug into the data, she began to suspect that better teams might be more willing to report their mistakes – because they felt safe doing so – and conducted follow up research to explore that hypothesis. The “team” in team psychological safety is important. “This is a group level phenomenon — it shapes the learning behavior of the group and in turn affects team performance and therefore organizational performance,” she says."

Psychological safety. What is it and why is it important? 🤔 In the latest BAND blog, Kate Davis reveals why psychological safety is the bedrock of thriving creative organisations. 🚀 In short, if team members feel unsafe voicing opinions, exploring new ideas and taking risks, your company's innovation levels will be lower than those with a fearless culture.    So…how safe do your team feel? 🔗 Read more here.https://https://lnkd.in/eJEdicY9 #weareband #team #culture #psychologicalsafety

If you want to boost innovation and collaboration…. Psychological safety is the key. 🔑 Following on from our recent blog which looked at the importance of psychological safety, this week's blog from Kate Davis looks at how you can embed psychological safety into your own team's culture. Learn how you can recognise the signs it's missing and what strategies you can implement to promote open dialogue, respect and growth. Empower your team to voice ideas and embrace challenges without fear. 🚀 🔗 Read the full blog here https://lnkd.in/erEBED_Q #weareband #culture #team #psychologicalsafety