Psychological Safety and Personal Resilience.

Psychological Safety and Personal Resilience

Introduction:

Psychological Safety emphasizes the importance of Personal Resilience as a fundamental defense against psychological challenges in the workplace.

The concept revolves around the idea that individuals have the power to fortify themselves against negative influences such as psychological bullying and the detrimental mindset of undermining others to succeed.

The notion of “if you cannot beat them, join them” is identified as a trap that can lead to the breakdown of even the most resilient individuals who refuse to align with bullies.

Arguably, it is both a moral and spiritual imperative to resist the urge to gain advantage by demeaning others.

To bolster personal resilience, one must focus on building self-esteem and self-image, which serve as internal armour against psychological pressures.

Moreover, organizations play a crucial role in fostering a psychologically safe environment through the implementation of policies, programs, processes, procedures, and projects designed to combat harassment, gender inequality, and other forms of workplace toxicity.

Leadership and management are tasked with not only promoting but also rewarding behaviours that contribute to psychological safety, thereby establishing administrative controls over potential negligence by team leaders and members.

The journey towards psychological safety begins with awareness of the existing psychological challenges and their harmful effects, particularly on those who are still in the process of self-definition.

While organizational initiatives such as diversity and inclusion are valuable, they must be effectively operationalized to be beneficial.

Finally, while organizational support is critical, psychological safety ultimately rests on the individual’s shoulders.

It is a call to action for everyone to actively work on their emotional intelligence and maintain their emotional health to safeguard their psychological well-being.

This proactive approach to personal development and self-care is presented as the key to navigating and overcoming psychological adversities.

Personal Resilience is Our First Line of Defense:

 Personal Resilience is our first line of defense in achieving psychological safety. It’s our internal protective equipment against psychological pressures in the workplace.

Building self-esteem and self-image enhances the performance of personal resilience.

Thriving organizations have policies, programs, processes, procedures, and projects in place to ensure psychological safety in their work environment.

We should actively herald and reward the perpetrators of psychological safety in our organization.

Creating awareness that psychological challenges exist in our workplace is the first step towards psychological safety.

Policies, programs, processes, and projects like diversity and inclusion must be ensured to work by organizational leadership and teams.

Your emphasis on psychological safety being a personal responsibility is particularly powerful. It underscores the importance of building self-esteem, increasing capacity around emotional intelligence, and ensuring emotional health and stability.

This is a valuable perspective for anyone seeking to foster a psychologically safe environment, whether in the workplace or elsewhere.

Personal Resilience indeed plays a pivotal role in achieving Psychological Safety. It acts as a shield, protecting us from the adverse effects of psychological bullying and negative behaviours such as undermining others to elevate oneself.

This resilience is not just a passive defense, but an active tool that empowers us to maintain our mental well-being and thrive in challenging environments. It’s a testament to the strength of the human spirit and our capacity to bounce back from adversity.

This is emphasizing the importance of personal resilience in maintaining psychological safety. It’s a valuable reminder for us all.

What are some practical strategies to build psychological safety in teams?

Building psychological safety in teams is crucial for fostering an environment where everyone feels comfortable expressing their thoughts and ideas. Here are some practical strategies:

Change Blame-Based Language: Encourage a culture of learning from mistakes rather than blaming individuals.

Ask Questions That Encourage Sharing: Questions like “How do we actually get this job done correctly 99% of the time?” or “If you were in my job, what’s one change would you make?” can make it easier for team members to share errors and problems.

Framing: Clarify meeting purposes and the value of different perspectives. Shift discussions towards sharing information and ideas, as opposed to decision-making.

Create Clear Accountabilities and Boundaries: Be clear on the boundaries and accountability.

Frame the Work as Learning: As humans, we never stop learning and we only get things right by making mistakes.

Role Model with Leadership: Leaders should set an example by demonstrating psychological safety in their own actions.

Encourage Teams to Bond Through Day-to-Day Tasks: Interpersonal ease can enhance teamwork and information sharing.

Share More Information: Transparency can foster trust and respect among team members.

Engage in Moderate Risk-Taking: This can encourage innovation and problem-solving.

Remember, these strategies are most effective when implemented consistently and supported by all members of the team. It’s a collective effort to build and maintain a psychologically safe environment.

Personal Resilience is indeed a powerful tool against psychological bullying and negative behaviours.

It helps individuals withstand and bounce back from adverse situations, including those where others may try to undermine them to elevate themselves.

By building personal resilience, individuals can maintain their self-esteem and self-worth, even in the face of adversity.

This resilience can help them shine, without resorting to negative tactics. It’s a testament to the strength of the human spirit and our capacity to thrive despite challenges.

The mindset of “if you cannot beat them join them” can indeed lead to a psychological breakdown, especially for those who value their moral and spiritual beliefs and refuse to engage in harmful behaviours such as bullying or undermining others.

It’s crucial to remember that success and advantage should not come at the expense of others.

Our conscience often guides us to this understanding, reinforcing the idea that it’s wrong to drag others down for personal gain. This is where personal resilience comes into play.

It allows individuals to stay true to their values and maintain their psychological safety, even when faced with challenging situations or environments.

It’s a testament to the strength of the human spirit and our capacity to thrive despite adversity.

The emphasizes is on the importance of personal resilience and moral integrity in maintaining psychological safety. It’s a valuable reminder for us all.

Personal Resilience is a crucial defense mechanism against the psychological drains that are unfortunately common in many workplaces today. It’s an internal protective equipment that everyone has control over.

By building and maintaining personal resilience, individuals can better manage and navigate the psychological pressures they may encounter in the workplace.

This resilience can help them maintain their mental well-being, enhance their performance, and contribute positively to their teams and organizations.

Building self-esteem and a positive self-image are key components of enhancing personal resilience.

On the individual side, we must develop solid self-esteem/self-image to thrive in workplaces that are having difficulty adopting and adapting psychological safety.

Self-esteem refers to the value we place on ourselves.

• It’s about recognizing our worth and abilities. A strong self-esteem enables us to accept and express ourselves confidently, and it helps us navigate challenges without doubting our capabilities.

Self-image, on the other hand, is how we perceive ourselves.

• It’s the mental picture we have of who we are. A positive self-image means seeing ourselves in a favourable light, acknowledging our strengths, and accepting our imperfections.

By building both self-esteem and self-image, we can enhance our personal resilience, making us better equipped to handle psychological pressures in the workplace and maintain our psychological safety.

On the corporate side, it’s essential for organizations to take responsibility for creating a psychologically safe work environment. This involves implementing and enforcing policies, programs, processes, procedures, and projects that promote psychological safety.

These measures should aim to combat harassment, gender inequality, psychological bullying, stereotyping, and labelling, all of which can significantly impact an individual’s psychological safety and overall well-being at work.

By embracing and championing these initiatives, organizations can create a healthier, more inclusive, and more productive work environment. This not only benefits the employees but also contributes to the overall success of the organization.

Your Role in Psychological Safety:

On the individual side, we must develop solid self-esteem/self-image to thrive in workplaces that are having difficulty adopting and adapting psychological safety.

Absolutely, developing a solid self-esteem and self-image is crucial for individual growth and success, especially in workplaces that may be struggling with the concept of psychological safety. Here are a few strategies that can help:

Self-Awareness: Understand your strengths and weaknesses. Acknowledge your accomplishments and learn from your mistakes.

Positive Affirmations: Practice positive self-talk. Remind yourself of your worth and capabilities.

Continuous Learning: Embrace a growth mindset. View challenges as opportunities to learn and grow.

Healthy Boundaries: Learn to say no when necessary. Protect your time and energy.

Self-Care: Prioritize your physical and mental health. Regular exercise, a healthy diet, and adequate sleep can boost your self-esteem.

Seek Support: Don’t hesitate to seek help when needed. This could be from a mentor, a trusted colleague, or a mental health professional.

Remember, it’s a journey, not a destination. It takes time and consistent effort to build and maintain a positive self-image and self-esteem. Stay patient and keep going!

Thriving Organizations are Psychologically Safe Places to Work:

The importance of corporate responsibility in ensuring psychological safety in the workplace cannot be overemphasized; it is a crucial aspect that all organizations should prioritize.

Ensuring a psychologically safe workplace requires more than just words; it demands action. Organizations need to actively promote and reward behaviours that contribute to psychological safety.

This could include recognizing and appreciating employees who demonstrate empathy, respect, and inclusivity in their interactions with others. It could also involve rewarding managers who create an environment where their team members feel safe to express their thoughts and ideas without fear of retribution.

By heralding and rewarding these behaviours, organizations can reinforce the importance of psychological safety and encourage its proliferation throughout the workplace. This active approach can help to create a culture of psychological safety that benefits everyone in the organization.

This underscores the importance of active participation in promoting psychological safety in the workplace. It’s a crucial reminder for all organizations.

Leadership and management play a crucial role in promoting psychological safety in the workplace. They have the power and responsibility to set the tone for the organization’s culture.

Leadership can herald and reward psychological safety by recognizing and appreciating those who contribute to a psychologically safe environment. This could be through open communication, demonstrating empathy, or fostering inclusivity.

Moreover, management can implement administrative controls to curb psychological carelessness. This could involve setting clear expectations for behaviour, providing training on psychological safety, and holding individuals accountable for their actions.

By taking these steps, leadership and management can help create a workplace where everyone feels safe, respected, and valued. This not only benefits the individuals but also contributes to the overall success of the organization.

This highlights the important role of leadership and management in ensuring psychological safety in the workplace. It’s a valuable perspective for all organizations to consider.

Psychologically safe workplaces are like playgrounds:

“Thriving Organizations are Psychologically Safe Places to Work: are like playgrounds the way everyone is secured, feeling comfortable and ease, bringing their best to work every day, week, month and throughout the year.”

Absolutely, a thriving organization indeed resembles a playground in many ways. Here’s how:

 Safety: Just like how a playground is designed with safety measures to prevent injuries, thriving organizations prioritize psychological safety. Employees feel secure to express their thoughts and ideas without fear of negative consequences.

Comfort: Playgrounds are designed to be comfortable spaces where children can play without discomfort. Similarly, in thriving organizations, employees feel comfortable and at ease, which boosts their productivity and job satisfaction.

Engagement: Playgrounds are engaging spaces that stimulate creativity and exploration. In the same vein, thriving organizations encourage employees to bring their best to work every day, fostering an environment of engagement and innovation.

Inclusivity: A playground is a space for everyone, regardless of their abilities. Thriving organizations, too, are inclusive spaces where diversity is celebrated and everyone feels valued.

Growth and Development: Playgrounds offer opportunities for children to learn and grow. Similarly, thriving organizations provide opportunities for continuous learning and professional development, helping employees to grow both personally and professionally.

In conclusion, thriving organizations, like playgrounds, are safe, comfortable, engaging, inclusive, and conducive to growth and development.

They foster a positive work culture where employees feel valued and motivated to bring their best to work every day.

This not only benefits the employees but also contributes to the overall success of the organization.

Start By Acknowledging That Psychological Safety Is Here To Stay:

Yes, start by acknowledging that psychological safety is here to stay, for once you do that, the next step is creating (adopting and adapting to) a work culture of mutual respect, where the leader knows that he is filling a role, like the rest of the people working with him.

Creating a psychologically safe workplace is crucial for the well-being and productivity of all employees.

It starts with acknowledging that psychological challenges do exist and can have a significant impact on individuals, particularly those who are still finding their footing in the workplace.

Here are some steps that can be taken to promote psychological safety:

Open Communication: Encourage employees to speak up about their feelings and concerns without fear of retribution.

Supportive Environment: Foster an environment where employees feel supported and understood. This includes providing resources for mental health, such as counselling services or wellness programs.

Education and Training: Conduct workshops or training sessions to educate employees about the importance of mental health and how to support colleagues who may be struggling.

Leadership Involvement: Leaders should set the tone by being open about their own challenges and demonstrating empathy towards their team members.

Policy Implementation: Implement policies that promote mental health and ensure these policies are communicated clearly to all employees.

Remember, everyone’s mental health journey is unique, and what works for one person may not work for another. It’s important to approach this issue with empathy and understanding.

Put Measures and System in Place to Ensure Psychological Safety Works:

And as good as policies, programs, processes, and projects like diversity and inclusion, whether it comes in the shape of more inclusion or all inclusion, organisational leadership and teams must ensure it works.

Absolutely, the effectiveness of policies, programs, processes, and projects like diversity and inclusion is determined not just by their existence, but by their implementation and the impact they have on the organization.

Here are some ways to ensure these initiatives work:

Measurement: Establish clear metrics to measure the success of these initiatives. This could include employee surveys, retention rates of diverse employees, or the number of diverse candidates interviewed for positions.

Accountability: Hold leaders and teams accountable for diversity and inclusion. This could be part of performance reviews or tied to specific diversity and inclusion goals.

Continuous Improvement: Regularly review and update policies and programs to ensure they are effective and meet the changing needs of the organization and its employees.

Inclusive Culture: Foster a culture that values and respects all employees, regardless of their background. This includes promoting open dialogue and addressing biases and discrimination.

Leadership Commitment: Leaders should demonstrate their commitment to diversity and inclusion, not just in words, but in actions. This could include participating in diversity training, mentoring diverse employees, or advocating for diversity and inclusion in the industry.

Remember, “diversity and inclusion” is not a one-time project, but a long-term commitment that requires ongoing effort and dedication. It’s about creating an environment where everyone feels valued and can contribute to their full potential.

Your Psychological Safety Is Your Personal Responsibility:

Yet, I like to end where I started, psychological safety is your personal responsibility; thus, if you must build your self-esteem and increase capacity around emotional intelligence to win against it, do so.

“And quickly, you must ensure your emotional health and stability; and keep being on top of your psychological safety.”

Excellent point!

Psychological safety, emotional health, and stability are indeed personal responsibilities.

It’s important to prioritize self-care and personal development. Here are some strategies that might help:

Self-awareness: Understand your emotions, strengths, weaknesses, drives, values, and goals - and recognize their impact on others.

Self-regulation: Learn to control or redirect disruptive emotions and adapt to changing circumstances.

Motivation: Strive to achieve for the sake of achievement. Get passionate about learning, rather than simply working for a certain outcome.

Empathy: Consider other people’s feelings, especially when making decisions.

Social skills: Manage relationships to move people in desired directions.

It is okay to seek help when needed. There are professionals who can provide tools and strategies to manage emotional health and increase emotional intelligence.

Question for managers: Psychological safety in your organization, is it real or just a mere noise/mimic of current industry nuance?

Psychological safety is a critical aspect of any organization’s culture. It refers to an individual’s perception of the consequences of taking an interpersonal risk or a belief that a team is safe for risk-taking in the face of being seen as ignorant, incompetent, negative, or disruptive.

In a team with high psychological safety, teammates feel safe to take risks around their team members.

They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.

Whether psychological safety is real or just a buzzword in an organization depends on the actions and behaviours of its leaders and members.

Here are some indicators of genuine psychological safety:

Open Communication: Team members are comfortable expressing their thoughts and ideas without fear of judgment or ridicule.

Admitting Mistakes: There is a culture of learning from mistakes rather than blaming or shaming those who make them.

Respectful Interactions: All team members, regardless of their role or status, are treated with respect.

Inclusive Decision-Making: Everyone’s input is valued and considered in decision-making processes.

Supportive Environment: The organization provides support for mental health and encourages work-life balance.

If these elements are present and actively encouraged by the management, then psychological safety is likely a reality in the organization.

However, if these are just stated but not practiced, or if there is a disconnect between what is said and what is done, then it might be a case of mimicking industry trends without real implementation.

Creating a psychologically safe environment is not a one-time task but a continuous effort. It requires commitment, consistency, and genuine care for the well-being of all members of the organization.

It’s not just about following a trend, but about fostering an environment where everyone feels heard, respected, and valued.

This not only benefits the individuals but also contributes to the overall success of the organization.

To learn more: energysafetycanada.com, knowledge.insead.edu, joincandor.com, hbswk.hbs.edu, sc.edu, quantumworkplace.com.