{"id":14098,"date":"2022-09-03T15:44:05","date_gmt":"2022-09-03T19:44:05","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=14098"},"modified":"2022-09-03T15:45:14","modified_gmt":"2022-09-03T19:45:14","slug":"psychological-safety-not-an-afterthought","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/psychological-safety-not-an-afterthought\/","title":{"rendered":"Psychological Safety Should Not be an Afterthought"},"content":{"rendered":"

Psychological Safety Should Not be an Afterthought: What it is, Why it Matters<\/span><\/strong><\/h2>\n

In a March 2021 New York Times article, writer Ruchika Tulshyan<\/a> defined psychological safety<\/strong> as \u201cthe belief that you can take risks and put forward ideas without facing ridicule or retaliation.\u201d<\/p>\n

\"psychological<\/a>So much has been said about the importance of psychological safety. As leaders, how does one create psychologically safe workplaces teams and cultures? \u00a0And where there\u2019s a leadership vacuum or simply a bad work environment, how can individuals preserve or bolster their own psychological safety?<\/p>\n

How Leaders Can Create Psychological Safety<\/strong><\/span><\/h2>\n

Demonstrate Workplace Inclusion<\/strong><\/span><\/h2>\n

Putting forward a new idea requires taking a risk; taking chances requires guts. No one wants to take chances while facing disrespect, exclusion, dehumanization, ridicule or retaliation. Unfortunately, however, there are still workplaces where certain people are treated inhumanely and in a manner that would be deemed unacceptable for a dog or cat.<\/p>\n

Anyone old enough to work can recognize cruelty so we really need to get better at implementing zero-tolerance policies for these counterproductive workplace behaviours \u2013 and following them.<\/p>\n

Stop Tolerating Harassment\/Bullying<\/strong><\/span><\/h2>\n

Fair-minded people appreciate that no one can work productively while experiencing harassment or bullying. Someone experiencing harassment or bullying lacks the peace of mind to focus on their work. In addition to a moral impertative, there’s a practical imperative. Tolerating workplace bullies is expensive as Adam Grant demonstrates in this podcast episode about The Office Without A**holes<\/a>.<\/p>\n

Become Trauma-Informed<\/strong><\/span><\/h2>\n

The concept of being trauma-informed<\/strong> is starting to gain traction. Someone who works in an environment where they are excluded, undermined, or dehumanized because of their sexual orientation, skin colour, Indigeneity, religion or other factors is experiencing repeated trauma.<\/p>\n

\"psychological<\/a>Likewise, there\u2019s growing awareness that working in an organization where one is subjected to harassment or bullying is also traumatic. These experiences are sometimes referred to as “small t\u201d traumas, but when you chain enough small traumas together, their impact can be the same as “big T\u201d traumas associated with a catastrophic physical accident, life-threatening illness, assault, or natural disaster.<\/p>\n

For a deeper discussion on trauma, read What Happened to You? Conversations on Trauma, Resilience, and Healing<\/a> or listen to this podcast episode<\/a> with Brene Brown that captures the basics.<\/p>\n

Demonstrate Allyship<\/strong><\/span><\/h2>\n

Be an ally to those who may be excluded. At school, children now learn about bullying and the importance of acting as effective bystanders who will support others who are being mistreated. In some schools, they call this being an \u201cupstander;\u201d these same behaviours are consistent with allyship. I\u2019ve written a two-part blog on allyship: read Part One here<\/a> and Part Two here<\/a>.<\/p>\n

Putting It All Together<\/strong><\/span><\/h2>\n

When leaders create a workplace that is inclusive, no bullying or harassment is tolerated, and there\u2019s meaningful allyship, psychological safety is possible and even likely. Morally, this is the obvious choice and direction.<\/p>\n

Practically speaking, there\u2019s also an upside. Ultimately, when employees have adequate psychological safety, they can focus on the work rather than being preoccupied with self-protection and basic survival. The research suggests that a staggering majority of employees from various groups are funneling energy into self-protection and covering up aspects of themselves that they know are unwelcome at work<\/a>.<\/p>\n

For Employees: Reclaiming Psychological Safety<\/strong><\/span><\/h1>\n

Understand, Set and Enforce Boundaries<\/strong><\/span><\/h2>\n

Interactions that leave us feeling bad or ruminating negatively on the interaction is a signal that someone has violated our boundaries.<\/p>\n

\"\"<\/a>Setting boundaries is a skill that can be learned at any age or stage of life. Teachers, health care professionals, religious leaders and therapists are taught about boundaries during their training. Often the rest of us don\u2019t learn about boundaries explicitly \u2013 but they are still relevant as boundary violations hurt our psychological safety.<\/p>\n

My intention is not to blame victims but rather to remind readers that maintaining healthy boundaries is crucial for maintaining psychological safety. For further reading on boundaries, I encourage you to browse through my blog and read other articles that discuss workplace boundaries.<\/a><\/p>\n

Work in an Organization with a Good Culture <\/strong><\/span><\/h2>\n

Few people would knowingly eat at an establishment that has received a low or failing grade for health and sanitation from its local health department. Similarly, if a tattoo parlor or nail salon has a history of making people sick, we\u2019re not likely to take a chance there either.<\/p>\n

For the most part, there are no \u201csanctioned\u201d organizations that audit workplaces for culture, or search for the presence of trauma-inducing bullying, harassment, discrimination, etc. But, when employees are feeling the sting of these problematic workplace behaviours, I believe they owe it to themselves (and the people who care about them) to find ways to minimize the negative impact of these counterproductive workplace behaviours. Often this means lining up a new opportunity in an organization that has a healthier organizational climate. During the job search, check sources like Glassdoor, Inside Voices<\/a> and online communities. Learn everything you can and make an informed decision before you leap.<\/p>\n

Remote\/Hybrid Work<\/strong><\/span><\/h2>\n

Remote and hybrid work has been a significant silver lining of the pandemic. A surprisingly high number of people learned that by working remotely, they could improve their sense of psychological safety. Many of those people are making the best out of hybrid work environments or anticipating returning to hybrid work instead of being in the physical office on a full-time basis. For more on certain employees\u2019 preference for remote or hybrid work because of a lack of workplace inclusion, read or listen to Inadequate Inclusion \u2013 A Barrier to Returning to Work<\/a>.<\/p>\n

\"leaders<\/a>The mental health toll of the pandemic has been heavy. Mental health professionals have been predicting a mental health tsunami<\/a> since fall 2020. Protect yourself by prioritizing your wellness as an employee, and if you’re a leader, do your best to protect the wellness of your staff.<\/p>\n

Is it time for a change? Reach out today for a free and confidential initial consultation by\u00a0phone<\/a>, email, or via direct message on\u00a0Twitter<\/a>,\u00a0Facebook<\/a>\u00a0or\u00a0LinkedIn<\/a>.<\/p>\n

 <\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

 <\/p>\n

I\/O Advisory Services Inc.<\/a>\u00a0\u2013 Building Resilient Careers and Organizations\u00a0TM<\/sup>.<\/p>\n","protected":false},"excerpt":{"rendered":"

So much has been said about the importance of psychological safety. As leaders, how does one create psychologically safe workplaces teams and cultures? 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