Psychological Safety in Pop Culture:
We are hearing the phrase ‘psychological safety’ more and more often these days. The truth is that it’s always been an important part of the culture of an organization, it’s just now becoming more prevalent as a way for employees and employers to talk about their ideal workplace. The phrase refers to a work environment where individuals feel safe to take risks, express themselves, and admit mistakes without fear of punishment or humiliation.
Check out this example from pop culture:
In “Ted Lasso,” a notable scene illustrating psychological safety occurs in Season 1, Episode 8, titled “The Diamond Dogs.” In this episode, Ted Lasso organizes an informal, safe-space meeting with Coach Beard, Nathan, and Higgins, which he dubs the “Diamond Dogs.” This group is formed to discuss personal and professional issues in a confidential and supportive setting.
During this meeting, Ted encourages the members to openly share their thoughts and feelings about various challenges they are facing, both in their personal lives and related to the team.
Nathan, who is usually shy and reserved, feels comfortable enough to express his opinions about the team’s dynamics and strategies. His ideas are received with respect and consideration, showcasing how a psychologically safe environment can empower individuals to speak up and contribute more confidently.
This scene is a quintessential example of psychological safety in action. It demonstrates how leadership can foster an environment where team members feel valued, heard, and safe to express themselves without fear of judgment or retribution. This approach not only enhances personal growth and confidence but also positively impacts team dynamics and problem-solving capabilities.
In the above chart, author Amy Edmondson highlights the four zones employees can show up in based on their workplace performance standards and psychological safety.
You’ll note that when performance standards are low and psychological safety is low, employees will exist in a zone called “Apathy.” This is the place where dreams go to die. There is just no energy for taking risks or thinking outside the box.
When psychological safety is low but performance expectations are high, employees are in the “Anxiety” zone. In this space, folks are scared to take risks but are being pushed to do so. They don’t feel safe in their jobs and worry that if they push too far, they will be punished.
At the top of the four part matrix, you’ll see the “Comfort” and “Learning” zones. In both of these zones, psychological safety is high. In the “Comfort” zone, performance expectations are low. Edmondson is quick to point out that this doesn’t equal bad. In fact, moving back and forth between this zone and the “Learning” zone, where expectations are high, is ideal for most people and teams.
Achieving psychological safety in the workplace involves several key steps by leaders:
Encourage Open Communication
Leaders encourage team members to speak up, share their ideas, and express concerns. This requires active listening and acknowledging the value of different perspectives.
Foster an Inclusive Environment
Everyone feels included and respected, regardless of their background or position. Inclusivity helps in building trust and a sense of belonging.
Normalize Mistake Making
Framing mistakes as learning opportunities rather than failures creates a culture where employees are not afraid to try new things or admit errors.
Show Empathy and Support
Leaders demonstrate understanding and provide support, showing that they care about their team members as individuals.
Lead by Example
Leaders model the behavior they wish to see, such as admitting their own mistakes and being open to feedback. While your workplace isn’t the same as the locker room on Ted Lasso, you can certainly draw lessons. Ted is a vulnerable leader who provides time and space for personal growth and development. He recognizes that every person has a unique perspective that adds value to the whole.
The impact of psychological safety on productivity, morale, and longevity of employment is significant:
- Productivity: When employees feel safe, they are more likely to engage fully, contribute ideas, and collaborate effectively, leading to higher levels of productivity.
- Morale: A psychologically safe environment boosts employee morale, as individuals feel valued, respected, and part of a supportive community.
- Longevity of Employment: Employees are more likely to stay with an organization where they feel psychologically safe, as it contributes to job satisfaction and a positive work experience.
In summary, psychological safety plays a crucial role in creating a positive and productive work environment. By fostering open communication, inclusivity, learning from mistakes, empathy, and leading by example, organizations can achieve this and reap the benefits of enhanced productivity, improved morale, and greater employee retention.