Why the best ideas depend on psychological safety in the workplace
The best way to bring out ideas at work is by letting people feel safe to express themselves in teams, says leadership expert Aviva Berzon.
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Psychological Safety: The Key to High-Performing Teams
In today’s rapidly changing work environment, psychological safety has become a cornerstone of team success. Organisations like Google have studied this concept extensively, recognising its critical role in creating high-performing teams. But what exactly is psychological safety, and why is it so important for leaders, teams, and organisations?
What is Psychological Safety?
Psychological safety, a concept researched by Amy Edmondson in 1999, was identified by Google as a crucial element in their top-performing teams. Two common traits were found in these teams: equity of communication and emotional sensitivity. Equity of communication means that, over time, all members of the team have an equal opportunity to contribute, ensuring no one voice dominates. Emotional sensitivity, or empathy, means team members are attentive to each other’s non-verbal cues, such as body language, ensuring that if someone is disengaged or distressed, it doesn’t go unnoticed.
Why is Psychological Safety Important?
Psychological safety is essential for fostering effective relationships, especially in teams where diverse perspectives drive innovation. It’s not about creating overly polite conversations; rather, it’s about creating an environment where different ideas, even controversial ones, can be voiced without fear of retribution. When people feel safe to express themselves, it leads to diversity of thought, enabling teams to explore fresh ideas and innovate more effectively. Even in teams where individuals may not personally like each other, respect and trust can still exist, allowing ideas to flow freely.
What Can Leaders Do to Foster Psychological Safety?
Leaders play a vital role in nurturing psychological safety. To create this environment, leaders need to “go slow to go fast.” This means intentionally slowing down the pace of team interactions to create space for meaningful conversations. Whether during an off-site, planning session, or a dedicated portion of a regular meeting, focusing on the team’s dynamics and connections is crucial. Leaders can shift the focus from purely task-based discussions to conversations about individual team members, allowing deeper connections and trust to form.
Building Trust Over Time
Building psychological safety is not a one-time effort; it’s a continuous process. Every time a leader acknowledges and supports their team members, they’re metaphorically putting a coin in the “trust jar.” This foundation of trust, mutual respect, and empathy grows incrementally over time. When challenges arise, teams that have built this foundation are better equipped to handle setbacks without experiencing catastrophic breakdowns.
In conclusion, psychological safety is a powerful enabler of innovation, collaboration, and long-term success. By prioritising this, leaders and teams can unlock their full potential and create thriving, high-performing environments.
— Aviva Berzon, Leadership Expert as featured by Melbourne Business School
