Imagine an organization where there is no room for new ideas, where diversity is an obstacle, where change is only portrayed as a risk.
Imagine an organization where people are afraid to contribute, to ask questions, to seek help, to share their concerns and doubts in a timely manner. A dystopian vision, maybe? Yet, this is what happens in a high percentage of companies, where only 26% of leaders (source: McKinsey 2021) adopt behaviours that embrace and support a sense of psychological safety.
What are we talking about
Never before has it been more strategic for companies to tirelessly embrace change and innovation in order to grow. Everyone needs to be proactive, to invest more energy in their work and to take ‘interpersonal risks’.
Psychological Safety is the condition in which every person in the organisation can express their ideas, doubts and fears without being judged or ‘punished’ for it. When Psychological Safety is intrinsically part of the corporate culture, it triggers virtuous processes at organisational, group and individual level, which reinforce active learning, information sharing, change and engagement.
The Managers’ role
It is therefore essential for managers to also become enablers of psychological safety, building and spreading a culture made up not only of ideas, but also of behaviours. Listening, supporting, caring for others (first as people, and then as employees) are some of the behaviours that contribute to creating a corporate climate of trust and security; solid communication skills, but above all the perception of sharing a space and a language supported by psychological safety help to overcome possible divergences and conflicts.
The promotion of well-being in Organizations also requires the development of emotional intelligence. Emotions influence behaviour and knowing how to manage them means fully exploiting their potential: a fearless and psychologically safe working environment respects and facilitates the functional expression of emotional experiences and allows a constructive use of conflict in the service of the Team and the Organization’s performance.
Towards Fearless Organizations
Psychological safety is the basis of a corporate climate that enables people to work better and more effectively.
A state of wellbeing within organizations also reduces turnover, creates engagement and fuels talent acquisition. Managers first can be promoters of listening, acceptance, inclusion, and the free expression of emotions. In this way, a fearless mindset can then cascade through the acquisition of new skills and behaviours.
