I don’t see that question too often.   There is a feel of controversy about it because the discourse around psychological safety seems to be mainly about how to create and maintain psychological safety within our teams, and the responsibility seems to largely be with leaders and organisations.  I can’t say I disagree with this.  I do feel however that there is a significant opportunity to expand the discourse so there is more of a balance around who is responsible for creating and maintaining a psychologically safe environment and what we can all to increase our psychological safety. 

There is a lot of discussion in organisations around Australia and globally on the topic of psychological safety.  Surprisingly still many leaders don’t know much about it or what they need to do to ensure there is psychological safety in their team.  This confusion creates significant risk, particularly given legislative requirements that leaders need to be aware of. 

From an Australian perspective, as we are dealing with relatively new legislation which is only starting to be tested, we are all forming our own understanding of psychological safety. There is a risk here that actions, behaviours and scenarios that may not constitute a psychologically unsafe environment are swept up in the confusion as we test what it really means. 

What is psychological safety? 

Psychological safety is a shared responsibility among all members of a group or team. It involves creating an environment where individuals feel comfortable taking interpersonal risks, expressing their thoughts and ideas, and being themselves without fear of negative consequences. While leaders and managers play a significant role in fostering psychological safety, every team member also has a responsibility to contribute to the overall atmosphere of trust and openness. 

How can leaders promote psychological safety in their teams? 

According to research, leaders can foster psychological safety among their teams using these four steps:

 

Reframing Mistakes: 

1. Vulnerability and Transparency: Openly share your own mistakes regularly, fostering a culture of transparency. Remind the team consistently that our work is intricate, making mistakes an expected part of the journey.
2. Learning Opportunities: Frame mistakes as essential steps in a continuous learning process. Emphasise their value as feedback and data to improve, turning errors into opportunities for growth.

 

Encouraging All Voices: 

1. Avoiding Influence: Actively prevent the “sunflower” effect, encouraging diverse perspectives beyond the leader’s view. Remind the team that everyone holds a unique and valuable part of the answer in our complex world. 
2. Neutral Participation: Invite participation in nonthreatening ways, asking for viewpoints and potential blind spots. Establish formal mechanisms like “devil’s advocate meetings” to pressure-test ideas and plans.
3. Transparent Decision-Making: Fill silences with questions, explaining the rationale behind decisions transparently. Share the decision-making process with the team to enhance understanding.

 

Appreciating Contributions: 

1. Recognition Norms: Make recognition an integral part of team language and norms. Give special thanks for addressing difficult issues, recognizing contributions to group dynamics and problem-solving.
2. Specific Acknowledgment: Be specific in celebrating actions and their impact. Acknowledge points made during meetings, fostering an environment where every contribution is valued.

 

Coach Team Members: 

1. Norm Development: Establish norms that encourage team members to express their views. Coach individuals to support each other, urging them to ask profound questions to understand their teammates better. 
2. Feedback and Coaching: Provide constructive feedback and coaching to team members on their contributions to psychological safety, ensuring a supportive and collaborative atmosphere. 

While there is clear accountability on leaders, there are also things that team members can do to contribute to a psychologically safe environment by being supportive, respectful, and inclusive in their interactions with others. It’s a collective effort to establish and maintain psychological safety within a group or organisation, and therefore it’s everyone’s responsibility.

How can people ensure they are supporting their own psychological safety?

It is important to note that everyone also has a responsibility to be maintaining their own psychological safety. Here are some strategies:

Self-awareness: Understand your own emotions, triggers, and reactions. Being aware of your emotional state can help you manage stress and communicate effectively. 

Set boundaries: Clearly communicate your boundaries to others. This includes expressing when you need time alone, specific expectations for communication, or any other aspects that contribute to your well-being. 

Seek feedback: Request constructive feedback from others to understand how you’re perceived. This can help you identify areas for improvement, reduce blindspots and build self-confidence. 

Practice self-compassion: Be kind to yourself, especially in challenging situations. Understand that making mistakes is a part of learning and growth. 

Express thoughts and feelings: Share your thoughts and feelings with others, especially in environments where psychological safety is encouraged. Open communication fosters understanding and connection. 

Ask for help when needed: Don’t hesitate to seek support when facing challenges. This can be from friends, family, colleagues, or professionals, depending on the nature of the issue. 

Learn and grow: Embrace a growth mindset. View challenges as opportunities to learn and develop, rather than as threats. This perspective can contribute to a sense of autonomy and mastery. 

Cultivate a positive mindset: Focus on the positive aspects of situations. This doesn’t mean ignoring challenges but rather finding constructive and optimistic ways to approach them. 

Build a support network: Surround yourself with people who uplift and support you. Having a strong social network can provide emotional support during tough times. 

Take breaks and practice self-care: Prioritise self-care activities, including breaks, exercise, and relaxation. Taking care of your physical and mental well-being contributes to overall psychological safety. 

Adopting practices that promote psychological safety in teams helps to protect us all from psychologically unsafe practices and makes our workplaces more engaging, enabling people to do great work in an environment where they are can be their authentic selves.