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Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.
Amy Edmondson discovered that psychological safety is distinct from performance and accountability; it revolves around openness within a team. It is not about ignoring mistakes and moving past them; it is about fostering a team that learns both before and after mistakes are made.
Why Psychological Safety Matters
Teams that can share opinions and concerns before work begins often develop better plans, as every team member is aligned and there is a clear way forward. When mistakes occur, a psychologically safe team can openly acknowledge them, leading to quicker problem-solving and a deeper human understanding. Many organizations focus solely on profit, return, delivery, or quality, creating a high-stress environment where team members may feel constant pressure and responsibility. Organizations that practice psychological safety still face pressures and stress, but it becomes manageable because there is a shared burden and openness that allows team members to voice struggles and concerns.
Building Psychological Safety
1. Frame the Work as a Learning Problem, Not an Execution Problem
Teams must understand that uncertainty, risk, and interdependence are inherent in their activities. These are new experiences or challenges that the entire team has yet to tackle.
2. Acknowledge Your Own Mistakes or Shortfalls
Everyone makes mistakes, and it is crucial to voice these to the team so they can be addressed. Teams should support the person who made the mistake and work together to reverse it.
3. Model Curiosity
Asking lots of questions necessitates team members to speak up and answer. This leads to more questions, pushing boundaries, and trying new processes, fostering openness and innovation.
Edmondson developed a chart depicting psychological safety as a separate domain from accountability:
The ideal place for organizations is the learning zone, where team members are accountable and need to perform their work, but feel safe while doing so. This is where organizations should strive to be, as team members are more willing to perform well due to psychological safety, and they are given the opportunity to push their ideas and think outside the box.
At PMLogic, we believe in creating environments where teams can thrive through psychological safety. If you want to learn more about how to implement these practices in your organization, contact us today. Let's build a safer, more innovative workplace together.
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