I stumbled across another fascinating article by Amy Edmondson and just had to delve deeper to understand this concept more and how it relates to DEIB – Diversity, Equity, Inclusion and Belonging. So, this article explores the importance of these techniques and how they can be effectively implemented to enhance psychological safety in the workplace.
From my simple understanding, it resonates again, with concepts we have developed over the last 26 years in South Africa, using Accelerated Learning Techniques, as well as major concepts from Jeanette Vos and Gordon Dryden’s book – The Learning Revolution. The saying which really impacts lives is this:
“At the Level of Respect, ALL people are Equal!” – Arthie Robberts
That became the very foundation for us to build our DEI process on, aptly called, The Celebrating Humanity Experience.
What I have found over the years, is how to bridge the gap amongst diverse teams, who were historically separated from each other through our Apartheid era. Very few people understood the impact it would have when laws allowed People of previously disadvantaged groups, access or equal opportunity to be in various roles in organisations, business, government and leadership.
The disconnect created in the mindsets of our Nation, was physical, emotional and even psychological. Hence the need for Diversity training, then Equity and finally Inclusion. A more recent addition is Belonging. With all of these important areas, we needed a golden thread to bring it all together, seamlessly – Psychological Safety.
No-one was prepared to understand how much skills development, training, guidance and support was needed to sustain this mammoth task, for employees. The normal training offered, was always technical, HR related or Teambuilding, once everything fell apart.
The key was actual courageous conversations, mindset development, soft skills training, EQ, Values based living, diversity and communication programs. It needed the Human touch!
That is why Psychological Safety awareness programs play such a vital role, in realigning management and leadership skills to embrace new techniques to engage and lead with more compassion.
This too, then relates directly again to my Vision in Creating Compassionate Leaders of Influence. When I wrote the Value of Compassion, I reflected on what was needed urgently, for people to heal from their past traumas, interact with respect, communicate with intention and create a safe environment for everyone, regardless of their culture, age, language, gender, religion, status, ability or disability.
So we worked on the concepts of African Principles of Leadership and integrated it, into every process and outcome. We found what resonated at the Heart level with every person we interacted with, and brought in the beautiful concepts into our highly interactive program.
What I found out, is that people learn easily, when we tap into their own wisdom, knowlege base and understanding, using fun, music, competitions, engagement and strategically created processes, that depends on their individual insights, in order for the team to win as a collective.
That is how, we successfully created a safe environment, where everyone had a voice and felt respected.
Psychological safety is a crucial element that drives the innovative state we need to adapt and become agile, focus on engagement, and fast track positive productivity amongst teams. It is the foundation upon which employees can express their ideas, concerns, and mistakes without fear of retribution.
For management teams, the ability to practice perspective-taking, maintain strategic focus, and build a capacity for candour and vulnerability are essential techniques to cultivate this environment.
The Role of Perspective Taking
Perspective taking, the practice of seeing situations from another’s point of view, is a fundamental skill for management teams aiming to create a psychologically safe workplace. It involves understanding and empathizing with employees’ experiences, which can lead to more thoughtful decision-making and more inclusive policies.
Empathy and Understanding:
When managers actively engage in perspective taking, they demonstrate empathy. This builds trust and shows employees that their feelings and experiences are valued. Trust is a critical component of psychological safety, as it encourages open communication and honesty.
Conflict Resolution:
Perspective taking can also aid in conflict resolution. By understanding the viewpoints of all parties involved, managers can mediate disputes more effectively and arrive at solutions that are fair and considerate of everyone’s needs. This reduces the likelihood of lingering resentment and promotes a more harmonious workplace environment.
Innovation and Creativity:
Encouraging diverse perspectives can lead to greater innovation and creativity. When employees feel their unique viewpoints are respected and considered, they are more likely to contribute ideas that might otherwise go unspoken. This diversity of thought can drive the organization forward and provide a competitive edge.
Maintaining Strategic Focus
While empathy and perspective taking are crucial, management teams must also maintain strategic focus to ensure that the organization remains aligned with its goals and objectives. Balancing compassion with strategic thinking can be challenging but is necessary for sustainable success.
Clear Vision and Goals:
A clear vision and well-defined goals provide a roadmap for the organization. When employees understand the overarching objectives, they can align their efforts with these aims. Management teams should communicate these goals consistently and transparently to keep everyone on the same page.
Prioritization:
Strategic focus requires prioritization of tasks and initiatives. Managers need to evaluate the importance and impact of various projects and allocate resources accordingly. This not only helps in achieving organizational goals but also prevents burnout by ensuring that employees do not feel overwhelmed by unrealistic expectations.
Adaptability:
The ability to adapt to changing circumstances while staying focused on long-term goals is a hallmark of strategic thinking. Management teams should be flexible and ready to pivot strategies as needed, without losing sight of the organization’s core mission. This adaptability fosters a resilient and responsive workplace culture.
Building a Capacity for Candor
Candor, the quality of being open and honest, is vital for psychological safety. It ensures that issues are addressed immediately and transparently, resulting in creating a culture of trust and continuous improvement – Kaizen approach.
Open Communication Channels:
Creating channels for open communication is the first step in promoting candour. This can be easily achieved through regular team meetings, anonymous feedback systems, and open-door policies. Employees should feel they can speak freely about their concerns and ideas without fear of negative consequences.
Constructive Feedback:
Feedback should be constructive and aimed at improvement rather than criticism. Managers should model giving and receiving feedback in a way that is respectful and focused on growth. This encourages employees to be honest about their own experiences and areas where they see potential for improvement.
Accountability
Candor also involves holding oneself and others accountable. Management teams should acknowledge mistakes openly and take responsibility for their actions. This transparency builds credibility and trust, reinforcing the importance of honesty in the workplace.
Embracing Vulnerability
Vulnerability, often perceived as a weakness, is a powerful tool for building psychological safety. When leaders show vulnerability, they signal that it is safe for employees to do the same.
Leading by Example:
Leaders who openly discuss their challenges and uncertainties set a powerful example for their teams. This openness normalizes vulnerability and encourages employees to share their own struggles without fear of judgment.
Creating a Supportive Environment:
A supportive environment is one where employees feel comfortable expressing their vulnerabilities. This can be developed and nurtured through empathetic leadership and a focus on well-being. Providing resources for mental health and stress management can further reinforce that the organization cares about its employees’ holistic well-being.
Encouraging Risk-Taking:
When vulnerability is embraced, employees are more likely to take risks and step out of their comfort zones. This can lead to greater innovation and personal growth. Managers should celebrate both successes and failures as part of the learning process, reinforcing that taking risks is valued.
Integrating These Techniques
To effectively integrate perspective taking, strategic focus, candour, and vulnerability into the workplace, management teams should adopt a comprehensive approach. Here are effective strategies to achieve this integration:
Training and Development:
Investing in training programs that develop these skills is crucial. Workshops on empathy, strategic planning, communication, and emotional intelligence can equip managers with the tools they need to lead effectively.
Role Modelling:
Leaders should consistently model the behaviours they wish to see. By demonstrating perspective taking, maintaining strategic focus, practicing candour, and showing vulnerability, they set a standard for the rest of the organization.
Continuous Feedback:
Regular feedback loops help refine these practices. Management teams should seek feedback from employees about how well these techniques are being implemented and adjust as needed. This iterative process ensures continuous improvement.
Building a Culture of Trust:
These techniques contribute to building a culture of trust. When employees feel valued, understood, and safe to express themselves, psychological safety becomes ingrained in the organizational culture. This not only enhances employee satisfaction and retention but also drives overall organizational performance.
How do I conclude such a vibrant topic, when I could go on all day....oh well! I will explore more on the next article 🙂
So to recap – The importance of perspective taking strategic focus, candour, and vulnerability in creating a psychologically safe workplace cannot be over-stated. These techniques empower management teams to lead with empathy, clarity, honesty, and openness, fostering an environment where employees feel secure and engaged.
By exploring these practices and how they fit into their leadership strategies, organizations can integrate a culture of psychological safety that drives innovation, productivity, and long-term success.
I would love to connect and engage more on this topic to learn from you too. Please feel free to reach out on arthie@celebratinghumanityinternational.com
Until the next time,
take care and have fun!