Psychological safety (and 5 tips to practice it as a leader)
I watched Top Gun: Maverick on a flight recently. And I:
think it was robbed at the Oscars
loved it, because I’m an adrenaline junkie and how can anyone not appreciate the immense focus, nerve and decisiveness those pilots have
found it fitting that I watched it a day after interviewing a real life fighter pilot about his experience
and even more fitting that I was on my way to help a team come together and figure out how to operate as a unit rather than super talented individuals
especially appreciated the scene where grouchy Jon Hamm strolls over to Maverick watching the team play on the beach and questions why he is letting people waste time playing instead of magically turning them into a team. The conversation goes something like:
Cyclone, The Boss: Every second counts, so why are you out here playing?
Maverick, The Leader: You asked me to make a team, here’s your team, Sir
All set to a background of people having fun, making mistakes and learning how to work together, leveraging each of their individual strengths.
That scene especially reminded me of the importance of psychological safety in teams. And as someone who uses play to build high performing teams, it felt great to see a scene like that in a mainstream movie.
What’s psychological safety?
Psychological safety is a shared belief in a team or organisation that it's ok to take risks without fear of being judged, blamed or alienated.
It allows individuals to feel comfortable and confident to speak up, share their thoughts, and ask for help without fear of negative consequences. It creates an environment of trust, mutual respect, and inclusion where people feel valued and heard.
“There’s no team without trust"
Paul Santagata, Head of Industry at Google
Psychological safety leads to increased creativity, innovation, and productivity because team members are willing to take risks and share new ideas. Lack of psychological safety can lead to negative consequences such as decreased performance, low morale, and high turnover. In a study run by Google, psychological safety came out as the top factor in a ranking of what makes a top performing team.
5 tips to build psychological safety in your own team as a leader
As a leader, it's often your job to create psychological safety in your team. It's up to you to set the standard for what's acceptable, and what's encouraged. In order to create psychological safety in your team, start by modelling vulnerability to your team.
Tip #1: Ask for help
Normalise asking for help when you need it, whether it's from a team member, mentor, or coach. This shows your that you don't have all the answers and you're willing to rely on others for support
Tip #2: Admit mistakes
Create safety by being the first to admit when you've made a mistake, taking responsibility for it, and showing a willingness to learn from it. This will show your team that it's ok to fail, as long as they learn from their actions
Tip #3: Share personal stories and experiences
Show your human side and create an emotional connection with your team. This can help build trust and empathy within the team. But please, for the love of all things sacred, don't overshare or brag, that's not vulnerability, that's just plain annoying
Tip #4: Encourage feedback loops
Actively seek out feedback, and when given accept it openly. This demonstrates that you value the input of others and that you're willing to make changes based on it. But please don't seek out feedback and instantly dismiss it or ask for feedback from people you know will only give you glowing positive praise, that'll just damage all the hard work you're putting in. And openly praise team members when they've done something well, it will encourage everyone to do the same and create a positive feedback loop within the team
Tip #5: Show emotion
Show empathy, gratitude, and compassion to your team. Speak openly about mental health and encourage the team to share what they're going through. Create a culture where it’s ok to not be ok sometimes. This helps create a positive work environment where your team feels valued and supported.
How can play encourage psychological safety in teams?
Being in a playful state can help foster sense of fun, relaxation, and freedom that can help people feel more comfortable and open. When we engage in play, we often let our guards down and allow ourselves to be more vulnerable, which can create deeper connections with others.
When I facilitate LEGO® Serious Play® sessions, clients instantly feel at ease, they take risks, they allow themselves to make mistakes, and open up to true collaboration with others. After all, what's the worst that can happen when you're playing with a bunch of bricks? Let’s plan your next collaboration session together.
