Do people feel able to admit mistakes, disagree, ask a stupid question, call someone out, or share their feelings? If psychological safety is low, you will get less information, lower engagement, fewer ideas and lower productivity.
This is a learning programme designed to help create the environment in which your team feel safe to speak up with questions, concerns, ideas and mistakes, and have the skills to listen and hear diverse perspectives. We need everyone’s brains and everyone’s voices to innovate, collaborate, be more productive and, above all, keep one another safe.
Our unique approach enables your team to demonstrate care, develop relationships and deepen interpersonal connections, to built trust, improve psychological safety and thus improve engagement and information flow.
I now have the confidence to ask probing questions and discuss individual issues.
Creating an environment of psychological safety involves developing trust, listening and feeling heard both at an individual and organisational level. It’s not comfortable or easy to create, and it is very easy to destroy. The course gives your teams the skills so they can:
We’ll help you embed and lead the changes, we’ll be there to help people speak up and listen, and we will too, adapting to suit the needs of your organisation.
How we ‘show up’ matters; understanding and managing our patterns, bias and triggers.
Developing trust, relationships and the skills to both listen and hear diverse perspectives.
Proactively developing the culture, systems and environment to encourage speaking up.
I’ve learned more about my colleague in twenty minutes with you than in three years of working with them.
Psychological safety has been shown to be a key factor in high performing organisations, with high trust and strong relationships encouraging better safety reporting, innovation, engagement and empowerment amongst the teams. It isn’t about being nice, its about radical candour, confidence with discomfort and learning.
This course is based on best-selling book ‘Soft Skills for Tough Jobs’ by our founder, Lucy Harrison.
‘Most places want a culture in which people are willing to report hazards and near misses. Yet all too few create the psychological safety and trust required for such behaviours to become the unequivocal norm’ Clive Lloyd
‘Psychological safety at work takes effort. It’s not the norm, but its worth the effort.’ Amy Edmondson