Creating a Culture of Psychological Safety: The Cornerstone of High-Performing Teams

In today's world, where leaders don't have all the answers, collaboration and team working are key to our success. Why use one brain, when you can use many?

As leaders we need to create a high performance culture where collaboration and exceptional team working are the norm. We need to capitalise on all the intellectual capital we have available.

To do this, and in the pursuit of building elite teams and inspiring extraordinary performance, there's a fundamental yet often overlooked element that forms the bedrock of success: psychological safety.

As leaders, we are not just tasked with directing tasks and driving results; we are the stewards of an environment where our teams feel safe to speak up, take risks, and be their authentic selves. 

Patrick Lencioni in his book The Five Dysfunctions of a Team says that an absence of trust is the most severe dysfunction that a team can have. A lack of trust leads to the fear of conflict. When teams become conflict-avoidant, a fear of failure develops. These teams have difficulty making decisions and second guess themselves. Second-guessing and a lack of common objectives then leads to an inability to develop standards for performance. Team members miss deadlines and deliver mediocre work. When teams lack focus and clear objectives, team members stagnate, become distracted, and focus on themselves. Not a great recipe for extraordinary results!

It's worth pointing out that whilst Trust and Psychological Safety are different, trust is a key component. Psychological safety doesn’t simply comprise of high trust in a team. The primary difference between psychological safety and trust is that psychological safety consists of beliefs concerning the group norms – what it means for us to be a member of that group and the interpersonal risks we can take within in – whilst trust focusses on the beliefs that one person has about another.

What Is The Essence of Psychological Safety?

Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It's the confidence that the team environment is safe for interpersonal risk-taking. This concept, brought to the forefront by Harvard University professor Amy Edmondson, is not just a buzzword, it's a critical driver of innovation, engagement, and team performance.

Imagine you're part of a high performance medical team in a high-stakes situation. Every second counts, and the team's success hinges on seamless collaboration. If a team member spots an issue but hesitates to speak up, fearing backlash or ridicule, the entire operation is jeopardised. The same principle applies to any team, whether in the boardroom, on a project site, or in a remote work setup.

What Are The Benefits of Psychological Safety?

1. Enhanced Learning and Innovation: When team members feel safe to express their thoughts and ideas, creativity flourishes. Diverse perspectives come to the fore, leading to innovative solutions that a risk-averse environment could never achieve.

2. Improved Performance: Teams that operate in a psychologically safe environment are more likely to achieve high performance. They communicate more effectively, collaborate seamlessly, and are better equipped to navigate challenges.

3. Greater Engagement: Psychological safety fosters a sense of belonging and respect. When people feel valued, their engagement levels soar, driving motivation and productivity.

4. Resilience: In a safe environment, teams can discuss failures openly, learn from them, and bounce back stronger. This adaptability is crucial in today’s fast-paced, ever-changing world.

What Are The Four Levels of Psychological Safety?

1. Inclusion Safety

Think back to your school days. Remember the relief of finding a group where you felt you belonged? Inclusion safety is the grown-up version of that feeling. It's the assurance that you can be yourself without fear of exclusion. For leaders, this means fostering an environment where every voice is valued, and diversity isn't just tolerated but celebrated.

Action Tip: Make a habit of acknowledging contributions from all team members, especially those who may be quieter. Encourage diverse perspectives and celebrate the unique strengths each person brings.

2. Learner Safety

We’re all on a learning journey. Learner safety is about creating a space where people feel safe to ask questions, make mistakes, and grow. It's about shifting from a "know-it-all" to a "learn-it-all" mindset. When people aren't afraid to show their vulnerabilities, they open up to new ideas and continuous improvement.

Action Tip: Normalise asking questions and admitting when you don't know something. Share your own learning experiences and mistakes openly to set the tone for a learning culture.

3. Contributor Safety

Now, imagine you've been invited to a problem solving meeting where you are passionate about wanting a solution, but you're only allowed to watch. Frustrating, right? Contributor safety is about ensuring everyone can actively participate and contribute their best. It’s knowing that your efforts are not just welcome but expected and that your contributions make a difference.

Action Tip: Empower your team by giving them autonomy over their work. Set clear expectations and provide the necessary resources, but then step back and trust them to deliver.

4. Challenger Safety

This is where the magic happens. Challenger safety allows team members to challenge the status quo without fear of retaliation. It's about fostering a culture where constructive dissent is not just safe but seen as essential for growth and innovation.

Action Tip: Encourage critical thinking and constructive feedback. Create forums for debate and make it clear that challenging ideas is a way to drive improvement, not a personal attack.

What can we do to build Psychological Safety?

Building on the action steps already mentioned, here are a few practical tips we can all do to build psychological safety:

1. Set Your Team Up For Success

Take time to establish team purpose, build relationships, create a shared vision of success, clarify goals, agree team values, set up ways of working and team processes, and create a sense of pride. You can check if you have done this with our free high performing team health checker.

2. Model Vulnerability

As leaders, we set the tone. By admitting our own mistakes and uncertainties, we create a safe space for others to do the same. Share your own learning experiences and show that it's okay not to have all the answers. Creating psychological safety isn't a one-time effort but an ongoing commitment.

3. Encourage Open Dialogue

Create forums where team members can voice their opinions without fear of repercussion. Action Learning and Masterminding are great processes you can use. Regular check-ins, brainstorming sessions, and anonymous feedback tools can facilitate this openness. Make it clear that every voice matters.

4. Show Genuine Appreciation

Recognise and celebrate contributions, both big and small. Acknowledging effort and ideas reinforces the value of each team member and their input. Appreciation goes a long way in building trust and confidence.

5. Establish Clear Norms

Set expectations for respectful communication and constructive feedback. Ensure that team members understand the importance of active listening and valuing diverse perspectives. Establishing these norms creates a framework for safe interactions.

6. Provide Support

As well as giving clear direction, offer resources for personal and professional development. Encourage continuous learning and provide the necessary support for team members to grow. When people feel supported, they are more willing to take risks and explore new possibilities.

What next?

Creating psychological safety is not a one-time effort but an ongoing commitment. It requires conscious effort and a willingness to lead with empathy and authenticity. As we strive to awaken possibility in our teams, let us prioritise building an environment where every individual feels safe to contribute their best.

As leaders, it's our role to model these behaviours and nurture environments where teams can thrive. By prioritising inclusion, learning, contribution, and challenge, we unlock the true potential of our people

In the words of Edmondson, “Psychological safety is not about being nice. It’s about giving candid feedback, openly admitting mistakes, and learning from each other.”

Let’s challenge ourselves to cultivate this culture of safety, knowing that it is the foundation upon which extraordinary results are built.

What steps will you take today to foster psychological safety in your team?

Share your thoughts and let's continue this essential conversation.

Every Success,

Graham

www.thesuccessfactory.co.uk

www.grahamwilson.com