Behaviors that contribute to psychological safety in organizations

A lot has been written and said about psychological safety and its importance in organizations in the past years. In essence it is creating an environment where people feel safe to disagree, challenge ideas and opinions, and not feel threatened if they make a mistake. It may appears as an intangible concept, but in practical terms, here are some of the leadership behaviors that actually contribute to creating psychological safety: 

• Managing and sharing the workload
• Solving conflicts proactively and constructively
• Taking time to coach and develop others
• Treating people fairly even when they fail and make mistakes
• Asking questions to improve other’s ideas and show interest in them
• Creating a “light” atmosphere, where work is enjoyable/fun
• Caring about the well-being of others
• Delivering on commitments to team members
•  Encouraging team members to help and support each other
• Being transparent and honest

And these are the behaviors that undermine psychological safety:

1. Never being satisfied with others’ work
2. Setting unrealistically high expectations
3. Being unwilling to accept help or advice from others
4. Being distant or difficult to approach
5. Being unpredictable or moody

In a revealing study, McKinsey highlights the pivotal role of leaders in establishing psychological safety within organizations through their distinct leadership styles.
The study finds that consultative and supportive leadership behavior fosters a positive climate, cultivating an environment that nurtures psychological safety. Conversely, authoritative leadership behaviors are detrimental to it. It is worth noting that while authoritative leadership may have its place in specific situations, it should not become a default daily style. By ensuring a positive climate, leaders can further improve psychological safety. It becomes crucial for leaders at all levels, including those at the very top, to exemplify these behaviors and set an example for the entire organization.

So how can we develop these behaviors through leadership development programs? One key is focusing on experiences that are immersive, emotional and increase awareness. We remember these kinds of experiences better than the content we actually learned. Giving Leaders the opportunity to reflect, discuss in small groups and through immersive experiences discover themselves, helps to build these kinds of behaviors.