Psychological Safety = Positive Culture

​Psychological Safety = Positive Culture
By: Robert F. DeFinis, Ed.D.
 
If I could eliminate one buzzword from the corporate/business world, it would be culture. It seems like for the last decade, it’s the “in” thing to say and talk about. My issue is not with the word or promoting a positive workplace culture. It is the idea that you can achieve a positive and productive work culture through a book, seminar, training exercise, or some other magic pill. A positive culture takes time, effort, and strategy. It’s a process, and in my professional opinion, it starts with psychological safety in the workplace.

What is psychological safety? Stated simply, fostering a culture where employees feel comfortable expressing themselves, taking risks, and collaborating openly. You might be thinking… well shoot… we have that! Do you? I have seen many organizations where people talk like this is occurring, but it is possibly just an illusion. Leaders and managers go through the motions, but the results remain the same? Does this sound familiar? The following things should be recognizable to know if you genuinely have an environment fostering psychological safety.

​Leading by Example
Leaders should demonstrate vulnerability, openness, and empathy. When leaders show that it's safe to make mistakes and ask for help, it sets the tone for the rest of the organization.
Encouraging Open Communication
Create channels for employees to share ideas, concerns, and feedback without fear of judgment or reprisal. This could be through regular team meetings, suggestion boxes, or anonymous feedback mechanisms.
Establishing Trust
Build trust by being transparent about decisions, communicating clearly, and following through on commitments. When employees trust that their leaders have their best interests at heart, they're more likely to feel psychologically safe.
Celebrating Successes and Learning from Failures
Recognize and celebrate achievements, no matter how small. At the same time, failures should be acknowledged as opportunities for growth and learning rather than as sources of blame or shame.
Regularly Soliciting Feedback
Continuously seek feedback from employees about their workplace experiences. Use surveys, focus groups, or one-on-one meetings to gather input and make necessary adjustments to improve psychological safety.