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Psychological safety and creating thriving teams potential psychology

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How do leaders create psychological safety and high performing teams?

Published in: Leadership & Management
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Psychological safety and creating thriving teams potential psychology

  1. 1. Psychological Safety & High Performing Teams
  2. 2. The Best Leader You’ve Ever Had
  3. 3. A psychologically safe workplace
  4. 4. Psychological safety is a shared belief that the team is safe for interpersonal risk taking. It can be defined as "being able to show and employ one's self without fear of negative consequences of self-image, status or career" (Kahn 1990)
  5. 5. 2017 Research 117 studies 22,000 individuals 5000 groups
  6. 6. Psychological safety is strongly linked to: ● Information sharing ● Willingness to discuss mistakes ● Willingness to share ideas ● Willingness to ask for and receive feedback ● Experimentation
  7. 7. Psychologically unsafe team: ● Expend a lot of emotional energy ● Restricts our activities to the basics ● Low innovation ● High uncertainty ● Lower engagement & productivity
  8. 8. Leaders have a critical influence on psychological safety
  9. 9. People join good organisations and leave bad managers. People see the organisation only through their immediate boss. However good the organisation is, people will quit (or become distressed) if the reporting relationship is not good and healthy. - Gallup
  10. 10. Positive leader behaviour such as ● support ● feedback ● trust ● confidence ● integrity is associated with ● employee affective wellbeing (feeling good) ● less employees stress ● greater employee resilience Skakon et al, 2010
  11. 11. Perception of stress is not caused by negative events but by a lack of positive work experience.
  12. 12. 17% 57% 12% 14%
  13. 13. Positive team climate, underpinned by supportive, balanced leadership is the key to preventing workplace- related psychological injury - Dr Peter Cotton
  14. 14. How to create a psychologically safe team...
  15. 15. ● Believe that mistakes are part of growth ● Approach conflict as a collaborator, not an adversary ● Make it a conversation - probe, inquire & solve problems as a team ● Replace blame with curiosity ● Establish clear goals and accountability As a team...
  16. 16. ● Be vulnerable, not defensive. ● Ask for feedback. ● Be available - 6 hours per person per week? ● Be clear about YOUR role - coach, guide, support, lead. ● Master your emotions. Develop yourself….
  17. 17. Your tasks… ● HBR article ● Consider: Is your team psychologically safe? ● How can you further develop yourself as a leader?

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