Psychological Safety in the Workplace

As a leader in your workplace it is important for the well-being and growth of your organization to create a psychologically safe space.

This psychologically safe workplace is the foundation of creating a learning culture where everyone grows and has the opportunity to increase on the job skills, interpersonal skills, and skills to enhance well-being. You must start with a foundation of a psychologically safe space in order to create well-being.

There are eight factors in creating a psychologically safe workplace:

1. Trust- To build the trust of others you must be a person who does what you say you’re going to do. Mean what you say and say what you mean. For this, you need a level of awareness of self in which you take full responsibility for your actions and words. No blame, no explanation, no excuse, and admit and apologize when you have made a mistake.

2. Compassion- Have and demonstrate compassion and a level of understanding for your fellow humans. If you don't know what's needed ask, if you don't understand, learn. Compassion starts with having acceptance and compassion for yourself.

3. Understanding- Seek to understand the deeper meaning, problem, or personality of another. Have an understanding that we are all human with different perceptions, values and gifts.

4. Deal with conflicts immediately- Address problems and conflicts before they have a chance to simmer, bubble, and boil. Learn if the conflict is interpersonal or systemic. If it’s systemic then address it as such. Do this in a respectful, healing way. Racism, discrimination and biases must be brought up and exposed. Addressed in a healthy, healed, and respectful way and not tolerated.

5. Be open for feedback- Becoming fully aware of oneself, your blocks, and barriers to listening effectively. If you find yourself getting defensive just notice, pause, and check in with yourself. Be willing and open to look at and address any shortcomings. Welcome the growth this provides. Recognize the courage it takes someone to speak up. Be grateful that they have taken the risk to share with you.

6. Implementation- If you say you’re going to fix a situation, do that. If you’re getting feedback on a situation and people are giving their time and energy to giving feedback, act on that feedback. First report back your findings and let people know your plan. Communicate what you will be addressing and when. Then follow through.

7. Create a learning culture- Encourage and offer workshops, webinars and retreats. Foster open mindedness. Inclusivity, diversity, and equity must be taught, healed and exemplified. Exemplify that making mistakes is ok and then gently teach around the mistake to get back on track. This is most essential to creating a psychologically safe environment. As a leader you must lead the way in learning. Attend, be involved and share.

8. Support- Make sure your employees feel supported in all areas of their life. That might mean making a referral. Support them in their workplace well-being. Do some research of what is working for other similar organizations.