safety

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The cornerstones of psychological safety

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Timothy R. Clark’s book “The 4 Stages of Psychological Safety” highlights that at work, psychological safety is essential for employee wellbeing, engagement, and performance. There are four stages of psychological safety:

  • Including - Actively promoting diversity and ensuring that everyone's voice is heard and considered.

  • Learning - Encouraging a growth mindset and recognises that failure is an essential part of the learning process.

  • Contributing – This involves recognising and appreciating the unique strengths and contributions of each team member.

  • Challenging - Recognising that innovation and growth often come from questioning assumptions and exploring new ideas.

I think that each of these stages highlights a unique human need that exists across demographics, psychographics, and geographies.  Contact me via e-mail for a confidential meeting about your organisations psychological safety efforts.

Why do you wear a safety pin?

I saw trend forecaster, Li Edelkoort in November 2016, just after Trump was elected and the confirmation of Brexit. Li predicted that we will see more people wearing a safety pin as a symbol of support to those who might be in danger of attack by some group or individual against another, based on their race, ethnicity, religion, sexual identity, range of ability or other category. I have worn a safety pin ever since as I firmly believe that there is no room for hate, unfortunately, the trend never caught on. Have a super day…

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Diversity questions

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I think that leaders create culture, and culture drives behaviour, and behaviour produces results.

  • Why is our diversity training failing?

  • What can we do to really drive organisational change?

  • How do we learn and truly embed change into our organisation?

  • When we learn about diversity, what are we learning?

  • How will we create a psychological safe space in our organisation?

If any of the above questions are reflective of what is happening in your organisation, please contact me here, or via e-mail to arrange a meeting.

““If you are free, you need to free somebody else. If you have power, then your job is to empower.””
— Toni Morrison

Psychological safety

Yesterday I wrote about research from Carnegie Mellon, M.I.T. and Union College that showed the number one factor that influenced team effectiveness was psychological safety. In other words, for teams to work well together, team members must feel comfortable enough to be themselves, then, and only then, will they contribute to their full potential.

Here are some tips on how to build a psychologically safe culture in your workplace:
·      Listen more, talk less.
·      Praise generously.
·      Reframe negative feedback.
·      Pay attention.
And if you cannot do these things, I know someone with the skill set you require, contact me via e-mail for details.

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Learn together, stay together

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Cultural and societal shifts over the past 9 months has seen a rise in working from home, a substantial increase in e-commerce and dependency on technology. This in turn has led to a change in the sales function for many companies.


Time - Safety - Meaning
I think that we can increase human psychological safety with training, insight and connection by taking root in moments of vulnerability. In my experience learners should be challenged to connect the learning to what matters to them as this is a reliable formula for creating self connection. Send me an e-mail to book a Zoom meeting.