Psychological Safety is a popular term in company culture, but it is often misunderstood and incorrectly applied.
Namely, people have some say in their own destiny. Personal, intrinsic powers plus the locus of control of each individual carries the lion’s share of psychological safety, not the organization. Yet, many psychological safety pushers talk way more about what the company must do to establish and maintain this feature in their organization.
There’s an overemphasis on how companies can create psychological safety, often leading to a checklist mentality that overlooks the deeper, more nuanced aspects of what this concept truly entails. There’s also a common admonishment directed toward companies for their failure to sustain environments in which employees feel safe to express themselves, openly criticize the processes, and not be afraid to fail. Yet, the responsibility for fostering psychological safety should not rest solely on the management’s shoulders.
Individuals also play an integral role in this dynamic; it is vital for them to actively take responsibility for their own psychological well-being. They must learn to communicate their needs and boundaries effectively. By doing so, they can contribute to a culture where not only do they feel safe, but also empower others to share their thoughts and concerns.
Ultimately, true psychological safety stems from a collective effort, where both the company and its employees work together to cultivate an environment characterized by trust, open dialogue, and mutual respect. It is through this collaborative approach that a genuine sense of safety and belonging can flourish, allowing innovation and creativity to thrive within the organization.
We have the ultimate control over ourselves, including our feelings, beliefs, actions, attitude, and reactions to circumstances; it is this profound ability that shapes our reality and defines our experiences. By recognizing and embracing this power, we can navigate through life’s challenges with resilience, fostering a deep sense of psychological safety that acts as a protective bubble around us.
This self-awareness not only enhances our emotional intelligence but also empowers us to respond thoughtfully rather than impulsively, allowing us to cultivate enriching relationships and instill a positive mindset that radiates outward, influencing those around us in meaningful ways. It is this intricate interplay of control and awareness that enables us to thrive in an ever-changing world.
Psychological safety is primarily developed from within rather than activated by organizations. It shouldn’t matter as much if your workplace isn’t the most inviting place to express yourself, experiment and fail, or criticize the organization, because individuals can cultivate their inner sense of security regardless of external conditions.
And let’s be real, no workplace has the perfect company culture; each organization is characterized by its own set of values, dynamics, and interpersonal relationships that can impact employee satisfaction and collaboration. While some companies strive for a culture of openness and innovation, encouraging creative ideas and inclusivity, others may struggle with hierarchy and communication barriers that hinder progress and engagement. Balancing the diverse needs and expectations of a workforce can be a daunting task, yet it’s this very challenge that presents opportunities for growth and improvement, fostering an environment where employees feel valued, supported, and empowered to contribute to the collective success of the organization.
When it comes to company culture, there are as many perspectives as there are employees, reflecting a rich tapestry of experiences and backgrounds. One person might feel safe sharing an idea, embracing the open environment fostered by supportive colleagues and encouraging leadership, while the other dreads speaking in meetings, haunted by past experiences of being dismissed or ridiculed. This dichotomy underscores the complexity of workplace dynamics, where individual comfort levels and communication styles can significantly influence team collaboration and innovation. It becomes crucial for companies to cultivate an atmosphere that values diverse voices and encourages honest dialogue, ensuring that all employees feel heard and respected.
It is entirely possible to feel psychologically safe in a toxic environment, where the surroundings may not encourage openness or vulnerability. That is where all the proponents and preachers of psychological safety get it wrong, as they often overlook the power of individual agency. They’re giving too much power to the companies, assuming that the onus of creating a safe space lies solely with the organizational structure or leadership policies. However, the individual has more control over themselves and their feelings than anyone or any atmosphere they’re in, allowing them to foster resilience and develop coping mechanisms that provide a sense of safety and confidence, even amid challenging circumstances. Individuals, not organizations, are the primary advocates for their own needs. Us.
It’s up to us to navigate through adversity with a grounded sense of self-worth that cannot be easily shaken by external factors. I’m tired of the corporations checking off the box of psychological safety training. Set aside the fact that such trainings are usually of poor quality; unless you get Dr. Amy Edmondson herself, the consultants or keynotes probably don’t know what they’re talking about. Either way, it’s a losing battle because it’s demeaning to assume people are just fools at the mercy of the company’s ability to deliver them psychological safety. Are we babies? I know that sounds harsh, but it’s meant to be empowering.
If we sit around and wait for CEOs to become brilliant psychologists, sociologists, and superheros with the superpowers of reading minds and controlling them, we will never be as psychologically safe as we could be.
As for what organizations can do to build a culture of psychological safety: hire better. Hire people that exude a good level of grit, courage, self-awareness, and yes an unshakable sense of psychological safety. It is they who will boost the psychological safety, one by one, of the collective. Team psychological safety is the social phenomenon making up individuals who feel open to risk, optimistic about errors, and recurrently creative. It’s definitely the way to go. Directionally, I’m arguing that’s it’s more of a bottom up building project rather than a top down dictation.
Jordan Tate 