Psychological Safety?

Psychological safety is a term that has grown in significance and use in recent years, and with good reason. But what is it? A recent article from McKinsey & Company [CLICK TO READ] explains not only what it is, but its importance to organisations, and what they can do to enhance it for their employees.

The article emphasizes the pivotal role of psychological safety in fostering productivity, creativity, and innovation, examining its influence across various life domains. Rooted in Maslow’s hierarchy, psychological safety is posited as a fundamental need for optimal performance in home, school, and work environments. Defined as feeling secure to take interpersonal risks, share ideas, and express concerns without fear of negative repercussions, psychological safety forms the bedrock of innovative, resilient communities.

The benefits of psychological safety in the workplace are well-established, with a McKinsey survey revealing that 89 percent of employees view it as essential. Beyond enhancing workplace culture and inclusivity, psychological safety significantly contributes to team effectiveness, learning, employee retention, and overall better decision-making and performance.

Leadership plays a critical role in fostering psychological safety. Leadership development programs are identified as a key strategy, with specific skills such as open-dialogue, sponsorship, and situational humility highlighted. To effectively nurture psychological safety, leadership development should extend beyond one-off programs, incorporate emotional and sensory experiences, and integrate skill development into daily work.

The article also delves into supporting mental health in employees, suggesting strategies such as reducing stigma, promoting workplace programs, ensuring equal accessibility to behavioral and physical health services, leveraging digital points of access, integrating healthcare delivery, and using analytics for tailored solutions.

In challenging times, compassionate leadership becomes paramount, requiring awareness, vulnerability, empathy, and compassion. Deliberate calm, considered a toolkit for adapting to changing situations, involves cultivating soft skills like self-awareness and emotional intelligence. Leaders are encouraged to acknowledge reactive tendencies, role model vulnerability, demonstrate empathy, and act with compassion.

Finally, the article emphasizes the need to attend to the psychological needs of lower earners, highlighting that satisfying these needs across all income levels is not only responsible but also correlates with better business outcomes. The holistic approach advocates for addressing the psychological needs of employees, regardless of their position, to enhance satisfaction and overall performance.