Anton Guinea
Entrepreneur, Speaker, bestselling author, and founder of The Guinea Group of Companies. For over 15 years, Anton has helped leaders move their teams to become psychologically safe, physically safe and overall better versions of themselves.
The life of a leader is changing. Leadership is being misconstrued as bullying. Languaging matters. The fear of offending is real. 2024 leadership is not 1900s leadership. The requirements of leadership have evolved, and it is creating a challenge for some leaders. Especially since about September 2023 when the Guidelines for how organisations need to manage psycho-social hazards in their workplaces was written into law.
Remember though, that psychological safety, in and of itself, is creating an environment where team members feel free to take interpersonal risks (credit: Amy Edmonson). Team member risk taking (being vulnerable), self-expression, and being authentic is crucial for fostering innovation, collaboration, and overall team success. As leaders, it’s our responsibility to nurture psychological safety within our teams. Here are three impactful strategies to help you develop a psychologically safe space for your team:
1. Promote a Culture of Trust
Trust is the cornerstone of psychological safety. Encourage team bonding activities, facilitate team-building exercises, and invest time in developing personal connections among team members.
When trust is cultivated, individuals feel more comfortable sharing their thoughts, admitting mistakes, and seeking help when needed. Establishing reliability, consistency, and accountability within the team reinforces this foundation of trust.
2. Encourage Open Communication
Emphasise the value of open, honest, and respectful communication within the team. Actively listen to your team members without judgment, encourage diverse perspectives, and create forums where everyone feels heard.
Foster an environment where questions, concerns, and ideas are not just welcomed but celebrated. By demonstrating openness and vulnerability yourself, you set the tone for others to do the same.
3. Embrace Failure as a Learning Opportunity
Create an environment where failure is seen as a stepping stone to growth rather than a reason for punishment. Encourage experimentation and risk-taking by acknowledging that setbacks are valuable learning experiences.
When mistakes happen, focus on the lessons learned and celebrate efforts rather than dwelling on the outcomes. Encouraging a growth mindset within your team will foster resilience and innovation.
Remember, developing psychological safety is an ongoing process that requires consistent effort and commitment. By implementing these strategies, you can pave the way for a team culture that values authenticity, collaboration, and continuous improvement.
My final thought on this topic is around creating an environment where team members want to stay. Want to contribute, and want to bring their whole selves to work.
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UPGRADE your Mindset
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