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What is psychological safety and why is everyone talking about it ?
The latest buzz-term to hit Aussie workplaces is ‘ psychological safety ’ but very few businesses actually understand what it really means or how to achieve it . For EAs not familiar with the term , it ’ s all about creating a culture where people feel safe to raise ideas , ask questions and provide feedback without fear of being punished or attacked . Sounds good !
The alternative ? Without this , companies end up with ‘ yes cultures ’ where people toe the line and say what they think others want to hear , says life and business coach Christina Foxwell : “ They don ’ t want to rock the boat so they just sit on the fence because they are scared to be honest and say what they really think for fear of reprisal . They have seen too many people be humiliated and punished for speaking up .”
Whilst this isn ’ t an ideal way for an individual to get through their working life , it doesn ’ t make good business sense either because no-one is challenging thinking or coming up with new ways of working . Instead , implementing psychological safety will build honest ,
Above Christina Foxwell open , resilient and forward-thinking workplace cultures where innovation and improvement are sought out on a daily basis – and people are valued for their transparency , input and efforts .
Make it happen If you want to encourage your boss to implement this in your organisational culture , the first step is to encourage meaningful , robust , authentic and positive connections with people in the workplace , says Christina . “ It is nearly impossible to engage in meaningful dialogue unless you have a good connection with the people with whom you are interacting . Connections enable people to get to know each other and build trust . Once you have a good connection , you are then able to talk about things in an open and safe way .”
She continues : “ Ask team members about their interests , hobbies and what skills they may have that you are not aware of . This invites them to contribute in a much more meaningful way to the team and recognises their greater value to the business .”
Encouraging innovation and ideas is also important , as is seeking feedback : “ It is only possible to seek honest open feedback from people when they are feeling safe . This is the key premise of a psychologically safe workplace . People need to feel safe and know their feedback will be valued and taken on board in a positive way .”
Make sure also to take advantage of the international standard for psychological safety , adds Christina : “ ISO45003 is the first global standard to give practical guidance on managing psychological health in the workplace . It guides psychosocial risk management as part of an occupational health and safety management system .” S
14 Executive PA | Winter Issue 2024