Unlocking the Power of Psychological Safety in Today’s Workplaces

In the fast-paced and ever-evolving landscape of modern workplaces, one factor stands out as a silent force driving organisational success: psychological safety. 

In an era where human resources are increasingly recognised as the most valuable assets, understanding the critical role of psychological safety is paramount. It’s not just about physical safety anymore; it’s about creating environments where individuals feel safe to be their authentic selves, voice their thoughts, and make mistakes without fear of punishment. 

But where does this intrinsic need for safety stem from, and why has it become particularly crucial in today’s workplaces?

The Impact on Organisational Performance

The importance of psychological safety in driving organisational performance cannot be overstated. Research has shown that teams with high levels of psychological safety are more innovative, creative, and productive. When employees feel safe to express their ideas and take risks, they are more likely to contribute their full potential and explore new solutions to challenges. 

Furthermore, psychological safety fosters a culture of trust and openness, where feedback is welcomed, and mistakes are seen as opportunities for learning and growth.

The Changing Nature of Work

In today’s rapidly changing work environment, the need for psychological safety has become even more pronounced. The rise of knowledge economies, remote work, and gig economy trends has reshaped the dynamics of traditional workplaces. As organisations become more fluid and dynamic, the ability to adapt and collaborate across diverse teams becomes essential. Psychological safety provides the foundation for building cohesive teams that can thrive in this ever-changing landscape.

Creating Psychologically Safe Environments

So, how can organisations foster psychological safety within their teams? 

It starts with leadership. Leaders play a crucial role in setting the tone for organisational culture and creating an environment where employees feel valued, respected, and supported. By modelling vulnerable behaviour, soliciting feedback, and promoting open communication, leaders can cultivate a culture of trust and psychological safety.

Additionally, organisations can implement practical strategies such as:

1. Encouraging Diversity and Inclusion: Embracing diversity and fostering an inclusive environment where every voice is heard and valued.
2. Promoting Feedback and Learning: Creating opportunities for regular feedback and learning, where employees feel comfortable sharing their ideas and insights.
3. Building Resilience: Providing support and resources to help employees manage stress and build resilience in the face of challenges.
4. Celebrating Failure: Encouraging a culture where failure is seen as a natural part of the learning process and celebrated as an opportunity for growth.

Personal Development

In addition to fostering psychological safety within organisations, individuals can also take steps to enhance their own sense of psychological safety. This includes:

1. Cultivating Self-Awareness: Reflecting on one’s own strengths, weaknesses, and areas for growth.
2. Building Confidence: Developing self-confidence and belief in one’s abilities to overcome challenges and achieve goals.
3. Seeking Support: Reaching out to mentors, colleagues, and support networks for guidance and encouragement.

Setting Boundaries: Establishing clear boundaries and asserting oneself in a respectful and assertive manner.

Why Is Wellbeing Associated with Psychological Safety?

We frequently think of wellbeing as the ‘glue’ that maintains cohesion in teams. That being the case, psychological safety is a key ingredient in this glue. Creating a sense of connection and belonging is more critical now than ever before. Everyone in the room needs to feel included and valued for their differences. One of the key drivers of Wellbeing in teams is how psychologically safe the team and culture feels.

Psychological safety and wellbeing are the shared belief by team members that the team environment is a safe one in which to take interpersonal risks, to offer new or left-field ideas, and to admit mistakes without fear of humiliation or negative consequences.

It is important to note that psychological safety is not just assumed by the leader or a handful of the more senior or confident team members. The whole team must feel a sense of psychological safety, and the team is only as safe as its least safe team member.

Psychological safety and wellbeing also promotes trust, confidence, curiosity, resilience, perseverance and motivation. It can determine how willing team members are to contribute their full value, as opposed to half their value, on full pay. Crucially, psychological safety is essential for Wellbeing.

This article was written by Milo-Arne Wilkinson, Behavioural Scientist, Chief Profiler, One(n2a).

Milo Wilkinson is more than a Behavioural Scientist. She is a decipherer of human patterns, a master of leadership under pressure, and a trailblazer in the world of behavioural prediction. As an esteemed Behavioural Scientist, a sought-after criminal profiler, and a high-performance coach in both the sporting and corporate worlds, Milo boasts an unparalleled perspective on predictive human behaviour. 

Don’t miss out on your chance to learn from the best in Milo’s upcoming Masterclass with The Faculty Roundtable. On 29th August, Milo will be providing us with practical tips to create a workplace environment where everyone (not just the higher ups) can feel safe to be their authentic selves, voice opinions, and ask questions. 

If you’re a Faculty Roundtable Member, sign up for the masterclass today.