Psychological safety matters – more than ever
Psychological safety training, rather learning, now matters more than ever. Why do psychological safety training? The Coronavirus has created great uncertainty and profound anxiety for many workers. It has also prompted tunnel vision so we are arguably less able to think innovatively. In the light of the threat of restructuring and downsizing, even when people have had innovative ideas, they may well not express them, for fear of reprisals, where teams psychological safety for teams is low.
As a result, right now is the time that we desperately need new thinking. Whether that’s improving productivity by re-positioning a machine or re-purposing your product entirely. Right now leaders words and actions can help increase psychological safety on their teams. Right now is the time to do psychological safety training.
So we have devised a new learning programme on creating psychological safety in teams. Split into micro-learning workshops on line; with pre-workshop assessment; flipped classroom practices; active learning and action learning sets, in order to enhance learning transfer.
Because learning must be practical, we have outlined what managers want, based on our own qualitative interviews with managers around the world.
Increasing team psychological safety
What managers want to know:
“What I am doing that stops people from speaking up?”
“When is it appropriate to use ‘authority’ to get things done”
“How I deal with the whiners, complainers and energy drainers?”
“How do I help my team feel safe during restructure, redundancies and retrenchment?
“When new people join my team how can I integrate them into a psychologically safe environment?”
“What do I need to implement to create and maintain psychological safety in my team”.
Learning outcomes
As a result of this workshop you will be able to:
- Describe the bottom-line value of psychological safety
- Evaluate how safe my team feels to speak up about issues
- Self-assess what I do to enhance psychological safety in my team
- Listen without a lens and create rapport
- Deal with conflict in a way that helps people to feel safe
- Use inclusive practices in 1:1 and group meetings
- Implement my own action plan to create and maintain psychological safety in my team with on-going support
