Learn more about psychology with this collection
How to handle and learn from mistakes
The benefits of psychological safety in a workplace
The importance of empathy and active listening
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Amy Edmondson is a management professor at Harvard Business School and has done a tremendous amount of work in the area of psychological safety.
In her Tedx Talk, she describes psychological safety as “a shared belief that the team is safe for interpersonal risk taking.” Psychological safety is a critical yet often overlooked concept, and one which underpins Edmondson’s latest book, The Fearless Organization – Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth.
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Working in a psychologically safe environment doesn’t mean that people always agree with one another for the sake of being nice. It also doesn’t mean that people offer unequivocal praise or unconditional support for everything you have to say.
Psychological safety is about candour...
Company strategy can be viewed as a hypothesis, to be tested continuously, rather than a plan.
Organisational learning – championed by company leaders but enacted by everyone – requires actively seeking deviations that challenge the assumptions underpinning a current stra...
What a leader needs to do to invite participation:
An appropriate, empathetic and powerful question has the following attributes:
Although trust and psychological safety have much in common, they aren’t interchangeable concepts.
A key difference is that psychological safety is experienced at a group level. Further, psychological safety describes a temporally immediate experience
Being able to say that you don’t know and driving participation through inquiry are two strong tenets of psychological safety.
Amy Edmondson shares some rules of thumb for asking a good question: One, you don’t know the answer; two, you ask questions that don’t limit responses to Yes ...
Psychological safety isn’t about personalities and refers to the work climate, and climate affects people with different personality traits in roughly similar ways.
In a psychologically safe climate, people will offer ideas and voice their concerns regardless of whether they tend ...
What a leader needs to do to garner productive response:
What the leader needs to do for setting up the stage:
Psychological safety is not a personality difference but rather a feature of the workplace that leaders can and must help create.
Most companies do not pay adequate attention to the need for psychological safety to help people cope with the uncertainty and anxiety of organizationa...
Psychological safety is not an “anything goes” environment where people aren’t expected to adhere to high standards or meet deadlines. It isn’t about becoming “comfortable” at work.
Psychological safety enables candour and openness and, as such, thrives in an environment o...
An overlooked factor at an organization: The climate of psychological safety
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Psychological safety is a "shared belief, held by members of a team, that a group is a safe place for taking risks. It is a sense of confidence that the team will not embarrass, reject, or punish someone for speaking up.”(Amy Edmondson, 1999)
Dr. Amy Edmondson (who coined the term psychological safety), defines it as, "a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes."
This is a critical factor for high-performing teams.
In 2012, Google found that psychological safety was the most important to making a team succeed, not the smartest teams or the ones who socialized outside the office. Psychological safety is a shared belief that the team is safe for interpersonal risk-taking
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