‘Psychological Safety’ – the Surprising Foundation of High-Performing Teams

In today’s challenging business environment, high-performing teams need more than skills and knowledge – they need the confidence to take risks, push boundaries and learn from mistakes

But how do you encourage this confidence?   We often look to Harvard for the latest leadership thinking and there has been some recent interesting research in this area from Professor Amy Edmondson, who identified ‘psychological safety’ as being a vital, but often overlooked, characteristic of confident, high-performing teams.    In this short article we’ll look at both why this is hugely important and what you can do to develop it within your own team…

Amy describes psychological safety as being a shared belief that the team is safe for interpersonal risk-taking.   This makes sense to us – after all, when team members don’t feel safe, they are much less likely to express their ideas, ask questions, or (definitely) admit mistakes without fear of ridicule or retribution.  We have probably all been in that situation…

One example of this of course is when teams are under pressure – here at Greenbank, we are often asked to work with teams to help them to be more effective in challenging situations and we find the best way to begin this is to examine the interpersonal dynamics of the team –  e.g. do people feel safe enough to share their ideas openly, disagree with one another in a constructive way and give each other feedback?  All these are vital when things get tough…

So, what are the actual benefits of developing psychological safety in a team?

The positive business impact of high psychological safety…

1. Increased Innovation: When team members feel safe, they are more inclined to share creative ideas and take calculated risks. This openness drives innovation, as diverse perspectives and out-of-the-box thinking lead to novel solutions and improvements.
2. More Collaboration: Psychological safety cultivates an environment where team members can communicate openly and honestly. This transparency strengthens collaboration, as individuals are more willing to share information, seek feedback, and build on each other’s ideas.
3. Increased Learning: In a psychologically safe environment, team members feel comfortable admitting mistakes and asking for help. This openness accelerates learning, as individuals can openly discuss challenges and learn from each other’s experiences.
4. Well-being: When team members feel safe, they experience lower levels of stress and anxiety. This positive atmosphere contributes to higher job satisfaction, increased engagement, and overall well-being, which in turn enhances productivity and retention.

Encouraging and developing psychological safety

So – some real benefits here – but how do you practically encourage higher levels of psychological safety within your team?

 1. Lead by example

Leaders play a pivotal role here – for example, by modelling vulnerability, admitting their own mistakes, and encouraging open dialogue, leaders set the tone for the entire team. Demonstrating empathy and actively listening to team members’ concerns can also foster a sense of trust and safety.

2. Get to know each other better as people

Even teams who have worked together for years often know little about one another at a deeper level – and in our team workshops we have a number of proven ways to encourage this, whilst still of course, respecting boundaries.

For instance, we often use a psychometric such as Insights Discovery to help individuals understand how they are similar or different from one another. We also encourage team members to share some of their personal background using a Timeline Exercise where people have the chance to share something about their work history but also events in their personal lives that may explain what motivates them and their key personal drivers.

3. Encourage open communication

Pro-actively create an environment where team members feel comfortable voicing their opinions and ideas. Encourage open communication by seeking input from all team members – not just the ones who are always first to speak! 

4. Encourage a ‘growth mindset’ culture

Encourage team members to view challenges and setbacks as opportunities for learning rather than failures – always ask “what can we learn from this?” when things don’t go perfectly first time!

5. Create a safe space for feedback

Establish a culture where feedback is seen as a tool for improvement rather than criticism. Encourage team members to give and receive feedback constructively, focusing on specific behaviours and outcomes.

Providing training on effective feedback techniques can also enhance the team’s ability to communicate effectively – for example, we often include structured peer feedback in our team workshops, which is usually one of the most impactful elements of the day!

6. Developing a Team Working Contract

Once a team talks about how they best work together we then encourage them to develop their own team working contract. This focuses on how they want to work with one another – what behaviours they want to encourage and what behaviours will make them less effective. This can then be used to keep the team on track and help to hold one another accountable for working as a true high-performance team.

In summary…

Psychological safety is the cornerstone of high-performing teams. By fostering an environment where team members feel safe expressing themselves, taking risks, and learning from their experiences, organisations can unlock their team’s full potential. Implementing these strategies can help create a culture of psychological safety that drives innovation, collaboration, and overall success.