Why we did it
Why we are doing it again
Getting comfortable with the uncomfortable
Why is mental health at work important?
What is psychological safety?
What makes us feel safe?
In the first session we explored what make people feel safe and unsafe. A LOT was discussed during the session and we are looking forward to going deeper in session two. If you are interested in the topic and serious about improving your team, book your free ticket and come and join the discussion.
- Being the only person like me in the room.
- Being criticised before I had finished speaking.
- Knowing I have a different opinion.
- Being interrupted.
- Not being listen to.
- Knowing that my suggestions will not be taken forward anyway.
- People taking things personally.
- People not being comfortable to talk about feelings and emotions.
- Knowing that I will be listened to, even if other don’t agree.
- When I am explicitly asked for my thoughts.
- Knowing that when people make mistakes they are supported.
- Knowing what other people feel vulnerable about.
- When all ideas are welcomed before we jump to the solution.
- When I know I am not being judged.
What has all of this got to do with inclusive leadership?
What can I do to create psychological safety within my team?
- Acknowledge your fallibility: Admit you’re wrong. By demonstrating vulnerability and directness, you can show employees that it’s OK to make mistakes (and to acknowledge them with the wider team). People respond more favourably to humans rather than emotionless, super hero bosses.
- Be self aware – People thrive when they bring their whole self to work—their unique personalities, preferences, and work styles. Build self-awareness on your team by sharing how you work best, how you like to communicate, and how you like to be recognized. Encourage your team members to do the same. Show that it’s OK to talk about emotions by sharing yours.
- Nip negativity in the bud – If you have a team member who speaks negatively about peers, talk to them about it. Be clear; let them know that you work together as a team and negativity will not be tolerated. When leaders allow negativity to stand, it can become contagious and spread to others. Employees will think that either it’s OK to talk badly about others, or that others are probably talking about them. In, either case, it’s a psychological safety killer. Remember critical challenge is not the same as negativity.
If your organisation is ready to empower your leaders to achieve more, Diversily can help.