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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

Such a great article from Amy Gallo highlighting the work of Amy Edmondson and others. Thank you for providing such amazing resources. Revisiting (or introducing) a culture of psychological safety in the workplace may feel daunting and maybe even impossible if nothing has been done in this space. This is an amazing time of year to be doing this - establishing clear norms and expectations so that the stage is set for teams to productively move forward in an encouraging and supportive environment. This article steps you through the what, the why, the how and even the myths and what ifs! #psychologicalsafety #opencommunication #feedbackmatters #workplacewellbeing

What's all the hype with #PsychologicalSafety? Building a culture of psychological safety is not just beneficial; it's essential for innovation, productivity, and employee well-being. Here's a 101 for organizations looking to scale up psychological safety: 🎯Leadership Commitment: Gain commitment from senior leaders to prioritize and champion psychological safety initiatives. Ensure leaders model behaviors that promote openness, respect, and trust. 🎯Training and Education: Provide training for all employees on topics such as active listening, empathy, constructive feedback, and managing conflict. Offer specific training for leaders on creating inclusive environments, coaching for growth, and handling sensitive situations. 🎯Clear Communication Channels: Establish transparent communication channels where employees feel comfortable expressing their thoughts, concerns, and ideas. Encourage regular feedback sessions and town hall meetings to foster open dialogue. 🎯Risk-Taking and Learning Culture: Encourage risk-taking by rewarding innovation and learning from failures rather than punishing mistakes. Promote a growth mindset where continuous improvement and experimentation are valued. 🎯Diversity, Equity, and Inclusion: Foster a diverse and inclusive workplace where all voices are heard and respected. Implement strategies that are anti-racist etc. and promote equitable opportunities for all employees. 🎯Team Building and Support Systems: Facilitate team-building activities that strengthen relationships and trust among team members. Provide support systems such as mentorship programs, employee resource groups, and counseling services. 🎯Accountability and Recognition: Hold individuals and teams accountable for promoting psychological safety and creating inclusive environments. Recognize and reward behaviors that contribute to a positive work culture. 🎯Continuous Evaluation and Improvement: Regularly evaluate the effectiveness of psychological safety initiatives through surveys, focus groups, and performance metrics. Use feedback to make adjustments and improvements to the framework as needed. 🎯Integration into Organizational Policies and Practices: Embed psychological safety principles into HR policies, performance evaluations, and decision-making processes. Ensure alignment with company values and strategic objectives. By systematically implementing these steps, we can create workspaces where everyone feels valued, supported, and empowered to succeed. And this is not only the job of #HR! 😡 #DiversityAndInclusion, #MentalHealthAwareness, #WorkplaceWellness #DEI #RemoteWorkFacilitation #NewWork

“It’s like walking on egg shells around here.” “I didn’t think I could speak up before, but now I see it’s worth it.” Psychologically safe work environments. The statements above convey that a subculture, team environment or work culture isn’t so safe. When employees tiptoe around management or senior leaders and are unable to voice opinions, concerns, disagreements, share mistakes and take risks, it’s a sign that something is amiss with the culture. I think as people, we’re pretty good at picking up the energy of a place. So, when you walk into a meeting room or office and everyone is quiet, lack energy, look demotivated and are afraid to speak up, it clearly means something is wrong. This then translates to the desk, in the office kitchen and to Zoom calls too. Sounds pretty unhealthy right? Imagine how employees must be feeling, working in such an environment and the impact on their mental health and work productivity. People unable to learn or make decisions. So, what can managers and leaders be doing to foster a psychologically safe environment? There are five pointers below, but it's Amy Edmondson who coined the phrase "team psychological safety" who explains it best in an article written by Amy Gallo. ✔ Demonstrate engagement ✔ Show understanding ✔ Be inclusive in inter-personal settings ✔ Be inclusive in decision making ✔ Show confidence and conviction without appearing inflexible https://lnkd.in/eDaYiQUQ #psychologicalsafety #workplaceculture #leadership #management

This is something you need to think about... Building psychological safety in your team is crucial for fostering a culture of growth and accountability. It goes beyond empathy—it's about creating an environment where everyone feels safe to share ideas and take risks without fear of judgment or failure. Check out this insightful article to learn more about how to cultivate psychological safety in your team: https://lnkd.in/gSbyWPpB What practices do you implement to promote psychological safety in your teams? Share your thoughts and experiences in the comments below! #PsychologicalSafety #TeamCulture #Accountability

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

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 - the ability for team members to make themselves vulnerable in front of each other, to be truthful and honest without fear of repercussions. It drives performance success and what enables you to really be yourself. A lack of psychological can compromise our capacity to innovate, be more productive and push for high performance. This article by Harvard Business Review explores the benefits of creating psychological safety at work https://lnkd.in/e5TehJsZ #highperformingteams

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 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