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Build Psychological Safety
Create high-performing, resilient teams
Psychological safety at work isn’t about everyone always being nice. It’s about creating an environment where people feel comfortable to ask for help, brainstorm, challenge ways of working, give feedback, and navigate disagreements openly and constructively. It’s the foundation for trust, high performing teams and resilient organisations.
You know you’ve got problems if…
- Systems or processes within the business promote silo working
- Cultures drive finger-pointing, naming, blaming and shaming
- Managers demonstrate micromanagement and controlling behaviour
Why not try…
Suggesting that your managers:
- Talk with their team about the importance of psychological safety and connect it to innovation, happiness and inclusion
- Ask for help when they need it and freely give help when asked for.
- Asking TED (Tell me, Explain, Describe) questions to start conversations and be ready to listen actively
- Celebrate wins – pay attention to and recognise what’s going well
Make sure managers are equipped with the skills and knowledge to role model the behaviour you want, such as:
- A deeper understanding of psychological safety and how to promote it
- Communication, questioning and listening skills
- The ability to give and receive feedback comfortably