Psychological Safety: What It Really Means
Psychological safety is more than just a buzzword in modern leadership; it’s a foundational aspect of high-performing teams. Coined by psychologist Carl Rogers and popularised by Amy Edmondson's research in 1999, the concept has gained further recognition through Google’s Project Aristotle. Yet, despite widespread awareness, many organisations still misunderstand psychological safety, confusing it with a "comfort blanket" of soft skills.
In reality, psychological safety is about creating an environment of trust, respect, and the freedom to challenge the status quo without fear of retribution. It's not about allowing anyone to say anything at any time; it's about creating a space where healthy debate and constructive feedback can thrive, helping teams grow even when they’re already successful.
Why Psychological Safety Lies Within You
Think about the conditions under which you perform at your best. For most of us, it’s when we feel empowered, supported, and valued. But psychological safety doesn’t just mean "everything’s fine." It means creating an environment where everyone feels comfortable speaking up—without fear of ridicule or punishment. Healthy conflict, productive feedback, and constructive criticism are crucial to success.
Meaning and Mattering: The Key to High Performance
In my previous role leading the Command and Tactics Wing for the British Army Air Corps, I learned firsthand the importance of psychological safety in high-stakes environments. We used a sophisticated simulator to train pilots on Apache attack helicopters, and while it was a highly demanding environment, the key to success was creating a space where feedback was welcomed, and mistakes were seen as learning opportunities.
Before each mission, we encouraged our teams to experiment, knowing that failure wasn’t a setback—it was part of the learning process. During after-action reviews, we openly discussed what went wrong and what could be improved. This open feedback loop, free from judgment, led to rapid progression and strong ownership from the team.
The Missing Ingredient: Accountability
Psychological safety alone isn’t enough to foster high performance. Accountability is the key ingredient that ensures progress. Without accountability, teams may become complacent, and despite the sense of safety, little improvement will happen. In a high-performing culture, everyone takes ownership of their actions and strives for continuous improvement.
A Solution: The JUST High-Performance Culture
To strike the perfect balance between psychological safety and accountability, we introduce the JUST High-Performance Culture. This culture removes blame while encouraging improvement through deliberate action and discipline. It maintains task conflict for creativity but eliminates relationship conflict to preserve team harmony.
Here’s how to create a JUST High-Performance Culture:
- Establish the Ground Truth: Set clear expectations and lead by example.
- Demonstrate Desired Behaviours: Praise actions that reflect your core values.
- Encourage Sharing and Experimentation: Create a space where team members feel safe to experiment and learn.
- Champion Intent, Not Just Results: Focus on the growth and development that comes from striving for excellence.
- Onboard with Culture in Mind: Share your team’s values and welcome new members with an understanding of your culture.
- Ensure Accountability: Make sure everyone is accountable for their actions and their growth.
- Reflect and Review: Regularly assess and review team progress to keep improving.
- Make Time for Recovery and Fun: Balance work and recovery to maintain team well-being.
Conclusion: The Power of Honest Feedback
As the saying goes, it’s your friend who points out when you’ve got spinach on your teeth. In the same way, a psychologically safe, accountable, and wise environment is where real improvement happens. It’s not about avoiding tough feedback but rather embracing it as a tool for growth.
Key Takeaways:
- Create an environment where feedback is seen as an opportunity to learn, not a personal attack.
- Introduce accountability alongside psychological safety for continuous improvement.
- Foster a culture where mistakes are seen as learning opportunities, not failures.
Join the Conversation on Psychological Safety and High-Performance Leadership
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