How do you build Psychological Safety on teams?

“Studies show that psychological safety allows for moderate risk-taking, speaking your mind, creativity, and sticking your neck out without fear of having it cut off — just the types of behavior that lead to market breakthroughs.”

This article is older but summarizes nicely what it takes to build Psychological safety on teams.

Do you do these things on your team? Do you experience a strong sense of psychological safety? What works for you and your team?

I find that helping team members to get to know each other outside the work context can help create bonds between colleagues which might otherwise not exist. This is usually best done by getting your team out of the building together, whether it’s a breakfast or lunch, some relevant team activity (think visits to interesting exhibitions or shows etc, not mandated “team building exercises”), post work drinks etc. I’ve found that these sorts of things help bring down walls and allow team members to understand common interests between each other, even simply realising that their colleagues are much more than just what their job title might suggest!

Furthermore, as a leader/manager, you should take a genuine interest in people’s lives outside of the workplace. Each of your colleagues has arrived with a different set of ways of working and expectations driven by past experiences, both professional and personal. Gaining a stronger understanding of these factors for each colleague will create trust in your ability to lead, as well as enhancing the sense of safety within your team.

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