What is Team Psychological Safety?

Defining Team Psychological Safety

This is a summary from the 2023 Harvard Business Review Article 

Team psychological safety is a shared belief among team members that it’s okay to take risks, express ideas and concerns, speak up with questions, and admit mistakes without fear of negative consequences. Amy Edmondson is the Harvard Business School Professor who coined the phrase describes it as “felt permission for candor.”

Psychological is crucial for true collaboration

The concept emerged from Edmondson’s research during her PhD studies. She discovered that teams reporting better teamwork seemed to make more errors. However, she realized that these teams were simply more willing to report their mistakes because they felt safe doing so.

Why Psychological Safety Matters

Psychological safety has several benefits:

1. Increased Engagement and Motivation: When team members feel that their contributions matter and that they can speak up without fear, they are more engaged and motivated.

2. Better Decision-Making: A safe environment encourages diverse opinions and concerns, leading to more informed and well-rounded decisions.

3. Continuous Learning and Improvement: Teams that feel safe are more likely to share mistakes and learn from them, fostering a culture of continuous improvement.

Research, including Edmondson’s studies and Google’s Project Aristotle, has shown that psychological safety is crucial for team performance, innovation, creativity, resilience, and learning. Conversely, the lack of psychological safety can lead to stress, burnout, and high turnover.

How the Concept Has Evolved

Over the past 20 years, the understanding of psychological safety has deepened. It’s particularly important in work environments that require discretion, creativity, and collaboration. Edmondson’s recent research also highlights how psychological safety interacts with diversity, showing that it can enhance team performance when combined with diverse expertise.

Assessing Psychological Safety

To determine if your team has psychological safety, Edmondson developed a seven-item questionnaire. Key indicators include:

1. Mistakes are not held against you.

2. Members can bring up problems and tough issues.

3. People accept others for being different.

4. It’s safe to take risks.

5. It’s easy to ask for help.

6. No one undermines your efforts.

7. Your unique skills and talents are valued and utilized.

Creating Psychological Safety

Building psychological safety requires more than just good management practices. Here are some specific tactics:

1. Make Clear Why Voices Matter: Explain why you need team members’ input and how it affects outcomes.

2. Admit Your Own Fallibility: Own up to your mistakes and demonstrate learning from them.

3. Actively Invite Input: Explicitly request feedback and ideas from your team.

4. Respond Productively: Be appreciative and forward-thinking when team members speak up. Replace blame with curiosity.

Common Misconceptions

Two common myths about psychological safety are:

1. “It’s All About Being Nice”: Psychological safety is not about enforced politeness. It’s about candor and openness.

2. “You Must Feel Comfortable”: Psychological safety is not about constant comfort. It’s about taking risks in a safe environment without fear of negative consequences.

Are you ready to transform your team’s dynamics and foster a culture of psychological safety? Our Coherent Culture Resilience Training Workshop teaches you and your team actionable strategies to build a psychologically safe environment where you all can thrive. Our workshop will equip you with the tools to enhance engagement, decision-making, and continuous improvement within your organization.

Invest in your team’s future and see the difference psychological safety can make. Book your workshop with Coherent Culture today.

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