“While good leaders care about business impact, great leaders focus more on psychological impact”

-Narayanan Palani

It’s important to continue monitoring psychological safety at work as it does evolve over time. Here are a set of questions to measure psychological safety among work teams.

• If you make a mistake on your team, is it held against you?
• Are you able to bring up problems and tough ...

Studies have shown that organizations which cultivate a growth mindset – one where it’s okay to fail – have happier employees and more innovative cultures. Supervisors in such organizations rate their teams as more collaborative as well.

Building psychological safety at work comes naturally...

A team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves.

 Here are five dynamics for high-functioning teams:

• Dependability: Workers count on one another to do high-quality work.
• Structure & clarity: Roles, go...

It’s clear that organizations seeking to empower their people and improve performance should be focusing on psychological safety, but what does that look like in action? Learning and development teams can help cultivate psychological safety at work by taking the following 7 steps.

A positive team climate is defined as an environment where team members value one another’s contributions, care about one another’s well-being, and have input on how the team carries out its work.

Leaders are responsible for setting the tone for this type of climate through their actions an...

Humans have been hardwired to process challenges by a boss, co-worker, or subordinate as a life-or-death threat.

Because of these evolutionary responses, challenger safety is perhaps the most difficult stage to reach on the path to psychological safety. But building trust can counteract thi...

Allowing employees to be their authentic selves at work helps break down barriers toward the first stage of psychological safety – inclusion safety.

To ensure that all members of a team feel like they belong:

• Equip leaders to promote inclusive workplace practices and learn the si...

1. Inclusion safety: Members feel accepted as a part of the team – they’re wanted, appreciated, and don’t feel excluded from the group.

2. Learner safety: Team members are able to ask questions, experiment, make mistakes, admit when they make mistakes, and ...

Psychological safety plays a key role in fostering innovation and collaborative group dynamics where all team members feel comfortable being themselves.

psychological safety at work

In psychologically safe teams, employees feel accepted and respected. Psychological safety also helps f...

Honest, fair feedback is a core tenet of a psychologically safe workplace. As workers progress through the learner safety stage of psychological safety, they need to be able to learn from their peers and admit mistakes, all in the spirit of learning and growth – without the threat of demerits or ...