Human hands protect a fragile brain
Psychological safety, much like physical safety, is absolutely essential for people to do their best work. When employees are distracted by non-inclusive behavior or psychological harm, they cannot be as productive or innovative.
In my interview with Jessica Bensch, founder of Vanguard Voices, a psychological safety organization that recently hosted a summit, she shared her vision: “To make psychological safety a reality, it takes a global movement. I wanted to bring thought leaders together to establish psychological safety as an expectation in the workplace. People expect more from the workplace and that starts with psychological safety.”
Although people expect more from the workplace than the current level of psychological safety, very few organizations are where they want to be in terms of psychological safety. Bensch recommends three key strategies for improving psychological safety in the workplace:
- Prioritize the human connection
- Be forgiving when people make mistakes
- Measure psychological safety
Prioritize the human connection
It may seem obvious to prioritize human relationships in the workplace, but often results and business performance are more important than relationships and inclusion. When it’s OK for people to be disrespectful to meet a deadline or have an emotional outburst without facing consequences, it shows the organization’s true priorities. Leaders may say psychological safety is important, but they may behave in ways that don’t prioritize the human connection necessary for psychological safety. This discrepancy undermines psychological safety over time because people learn it’s not really important.
Bensch explained: “We are intellectualizing a very human issue. This is not a complex issue. We have to have confidence in ourselves and our organizational systems. There are two systems we have to focus on.”
For organizations to achieve true psychological safety, they must address it at an individual and systemic level. Individual behaviors must be taught, trained and rewarded, in parallel with organizational systems such as hiring processes, performance reviews and pay equity.
Be forgiving when we make mistakes
Because psychological safety means people need to feel safe to bring up difficult things, it’s common for them to make mistakes. Bensch recommends that leaders set the expectation that there will be mistakes. Even allies with good intentions make mistakes. Some common mistakes include using non-inclusive language, focusing on the intent rather than the impact, taking mistakes personally, or becoming defensive. Even allies with good intentions can make mistakes in their efforts to promote diversity and inclusion. Here are some common mistakes to avoid:
- Using non-inclusive language: Words and phrases that inadvertently exclude or marginalize certain groups of people should be avoided. For example, using gender-specific terms such as “workforce” or “ladies” can exclude non-binary people. It is crucial to use inclusive language that recognizes and respects the diversity of identities.
- Focus on intention rather than impact: Sometimes allies focus on their good intentions rather than the actual impact of their actions. It’s important to remember that even if someone had positive intentions, the impact of their words or actions can still be harmful or hurtful. It’s crucial to listen to the concerns of marginalized individuals and take responsibility for the impact of your own actions.
- Taking mistakes personally or becoming defensive: When confronted about a mistake, some allies may become defensive or take it personally. It’s important to remember that mistakes are opportunities for growth and learning. Instead of becoming defensive, it’s crucial to listen with an open mind, apologize sincerely, and resolve to do better in the future.
Allies should be aware of the power dynamics at play in every situation. When having conversations that require psychological safety, it is important to recognize that marginalized voices can be silenced or undervalued. Allies should actively work to ensure that everyone has an equal opportunity to contribute and be heard.
Being an ally is a journey, not a destination. It’s unrealistic to expect allies to always be perfect. Mistakes will happen, but the key is to learn from them and continue to grow. Allies should adopt a posture of humility and be willing to acknowledge and address their shortcomings. By avoiding these pitfalls, allies can create a more inclusive and supportive environment for everyone.
Measure psychological safety
Everything that really matters to an organization is measured. Bensch recommends that organizations emphasize accountability by sharing psychological safety feedback with all parts of the company. Additionally, organizations can normalize regular check-ins with leaders by asking questions like, “How are you really doing?”, by holding stress meetings to proactively address team conflict, and by asking simple questions in employee surveys like, “I feel free to express my opinion without fear or consequences.” Whatever tactics leaders use, it’s critical to link them to business impact to show that psychological safety increases performance.
Bensch sees an opportunity in strengthening psychological safety as a basic human need. “More people need to come together. There are so many people doing amazing work around the world. At the summit, people were willing to show their vulnerability and share their stories with strangers in a virtual environment. We deliberately designed the space to be free of bias. People don’t want to be oppressed and they understand that difficult situations exist in the workplace. We made sure to give people space to open up and share their stories, however difficult they may be. Psychological safety is essential for productivity and innovation in the workplace.”
Psychological safety is a basic human need and organizations should foster it to create a more inclusive and supportive environment. Individuals and organizations looking to improve psychological safety should think about diversity by prioritizing human connection, allowing for mistakes, and measuring psychological safety. These are the key strategies to improve this safety.
