Discover the common misconceptions surrounding psychological safety in the workplace. It's not about avoiding accountability or promoting artificial niceness. True psychological safety fosters open discussions and balanced autonomy. The importance of shared accountability is emphasized for enhancing performance. Learn about the four stages of psychological safety that create a more innovative and inclusive environment. This discussion unpacks how genuine interactions lead to a thriving organizational culture.
Psychological safety is not a shield from accountability; instead, it promotes responsibility while allowing for open discussions on performance.
Many leaders confuse psychological safety with niceness, neglecting that true safety involves fostering honest communication rather than superficial politeness.
Deep dives
Misconceptions About Psychological Safety
Psychological safety is often misunderstood as a shield from accountability, which is a significant misconception. Many leaders mistakenly believe that adopting psychological safety means they no longer need to uphold performance metrics, leading to a culture where individuals feel unaccountable for their actions. In reality, psychological safety encourages responsibility and the ability to address issues directly. By clarifying that psychological safety does not exempt individuals from accountability, organizations can foster an environment where performance and vulnerability coexist without sacrificing standards.
The Difference Between Psychological Safety and Niceness
Psychological safety should not be confused with niceness, which is characterized by superficial cordiality that can inhibit meaningful discussions. Leaders often mistake a 'nice' workplace for a psychologically safe one, leading to a culture where genuine concerns remain unaddressed under the guise of politeness. This environment can become toxic, as the lack of robust dialogue prevents organizations from addressing pressing issues. Emphasizing that psychological safety is rooted in open communication rather than mere politeness can help organizations foster a culture that promotes both honesty and productivity.
Stages of Psychological Safety
Psychological safety progresses through four distinct stages: inclusion safety, learner safety, contributor safety, and challenger safety. The first stage, inclusion safety, focuses on creating a sense of belonging and acceptance for individuals. As teams move to learner safety, they can engage in learning without fear of embarrassment, followed by contributor safety, where team members feel empowered to make meaningful contributions. Finally, at the stage of challenger safety, individuals can question the status quo without fear, fostering an environment ripe for innovation and growth.
If you want to implement a psychological safety initiative in your organization, you'll need to explain what psychological safety isn't. Why? Because your culture won't change unless it's built on a shared understanding.
Psychological safety isn’t artificial niceness or a lack of accountability. Unless you clarify, stakeholders might think it’s a gimmick or dismiss it because of the baggage of the implied definition of the term. They'll need to know what psychological safety isn’t, along with what it is.
On this week's episode of The Leader Factor, hosts Tim and Junior share the top 7 misconceptions of psychological safety and what to do about them.
For the full learning experience, watch the episode on YouTube: https://youtu.be/2cr1E4neXGI Or download the episode resources: https://www.leaderfactor.com/resources/7-things-psychological-safety-is-not
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