Fostering workplace innovativeness

Psychological safety in the workplace has, arguably, never been more critical. Not only has our workplace been turned upside down by a global pandemic that sent millions to work from home, but the current political and social climate has also left many of us emotionally drained and unsure of what the “new normal” even looks like.

Psychological safety is the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. What is psychological safety at work in particular? It’s a shared belief held by members of a team that others on the team will not embarrass, reject, or punish them for speaking up.

• Democracy advocating for inclusion, acceptance, and respect.
• Common sense enables learning, structured experimentation, and safeguards against negative effects or punishment.
• Aligned self-interest calling for active engagement (inclusion & respect) and seeking common ground on shared interests, dreams, and objectives.

When these concepts form the foundation of the culture in the team, department, or organization, fertile ground is created for Psychological Safety to flourish. Enhancing Psychological Safety is an active process that can be explained in 5 steps, and to make these steps practical, we will also explore some proven work practices from Semco Style. We will use a graph of psychological safety vs. team performance to guide us.

Psychological safety does not simply occur by itself, and there is at first a threshold to overcome. This Threshold of Psychological Safety separates the safe from the unsafe zone. In the unsafe zone, there are two combinations of perceived Psychological Safety and Team Performance:

Psychological safety is high (or perceived as high), and performance is low. In this instance, a false sense of security exists; in reality, it is simply mutual exploitation. People feel comfortable and safe, perhaps because there are many friendships and lots of friendliness that hides non-performance. The rationale is “I am the manager, and you are my friend, so I will not challenge you on performance,” or “I am friends with my manager so that I can get away with some non-performance or exploitation.”

Psychological safety is low, and performance is high. In this instance, it is typically fearful performance and management that leads to a dictatorship style. It is characterized by punishment for non-performance and employees being marginalized or embarrassed. In this environment, there are lots of silos, and people are often excluded from various aspects of decision-making with little or no creativity.

Understanding where your team or company is crucial before taking the next step is vital. Once this reality is fully understood, Psychological Safety can be enhanced through 5 steps.

STEP 1: Brave leadership

In order to bridge over from the unsafe to the safe zone and start building Psychological Safety, the first and most crucial step is to decide to become a brave leader. A transformational journey toward Psychological Safety in your organization begins with leadership that believes in the concept and dares to make bold decisions.

• Three proven work practices:

1. Treating adults as adults. Employees should be treated like responsible adults rather than children who have to have everything spelled out for them. They do not need to be supervised in arbitrary and meaningless ways.
2. Break down silos. Actively remove literal and figurative barriers between workers to encourage interaction.
3. Ask the leaders. Host Q&A sessions between top management and employees to foster deeper connections and to bridge the power distance.

STEP 2: Inclusion and acceptance
The goal here is to become more transparent, inclusive, and respectful of every person’s legitimate feelings and concerns. This will require the ability to show vulnerability and have some critical dilemma conversations. It is about finding common ground, shared interests, dreams, and objectives.

• Three proven work practices:

1. Let us learn the numbers. Get employees to understand the organization’s performance by educating them on the key financial numbers and indicators.
2. Check-in, check-out. Start meetings with a check-in to establish each individual’s mindset coming into the meeting, and end them with a check-out to create focus on the task ahead.
3. Having a dilemma conversation. Create the time and space for teams to enter into dilemma conversations that help them gain each other’s trust. To do that, they need first to get to know each deeply, openly share vulnerabilities and understand why they respond to certain situations in the way they do.

STEP 3: Learn through pilots and experimentation

Running pilots and experimenting with new ways of working is a structured approach to finding innovative solutions to existing problems. When experiments are done right, small failures often provide unique insight that advances the process and breaks through the current threshold of knowledge. Based on the results, it might become a new practice or, at worst, there are some learnings on what does not work.

• Three proven work practices:

1. Creating the space for participation. Allow everyone in the organization, across levels, to be involved in the everyday decision-making processes.
2. Let the ideas flow. Break down silos and encourage the free flow of ideas and creative problem-solving.
3. Write, Erase and Rewrite Rules. Take decisions or formalize things today in a way that allows them to be changed tomorrow if need be.

STEP 4: Respectfully challenge the status quo
Respect for every individual naturally includes respect for employees, customers, suppliers, the community, and society in general. Most people will say that being respected is the essential thing they want from their employer. When people feel respected, they give far more than their hands – they also share their minds and hearts. To respectfully challenge the status quo relates to a person’s ability to understand why things are the way they are by seeking input, listening, and aiming to improve what is believed to be the best current way of doing something.

• Three proven work practices:

1. Stop and Reflect. Identify moments in meetings that require stop-and-reflect sessions to create learning opportunities.
2. Meet, Track and Challenge. Schedule frequent meetings to encourage people to openly discuss issues, track progress, and overcome challenges they are facing.
3. What went right and what didn’t. Use retrospective meetings to help employees reflect on their mistakes, be more creative and develop a constant learning mindset.

STEP 5: Innovation and sustainable results
When Psychological Safety has systematically increased, it will result in high performance for the team and the organization. It is imperative to focus on sustaining the results achieved – not just of the mindsets and behaviors of people but also of the performance achieved. High maturity levels of the people and the organization demands innovation in order not to stagnate and to stay ahead of the competition continuously.

• Three proven work practices:

1. Information Belongs to Everybody. Open up all company information to employees of all levels to help them make decisions faster.
2. Team Members Set Team Goals. Allow employees to participate in the process of goal setting to improve engagement and motivation.
3. People Can Fix (It) Themselves. Allowing people to creatively solve their problems by facilitating innovation and being trusting, patient, and transparent.

When all five steps are combined in a structured approach, the result is an increase in Psychological Safety and reaching greater heights in performance.
People working in a psychologically safe environment feel included, accepted, and respected. They are free to learn, experiment, and respectfully challenge the status quo without fear of being punished, embarrassed, or marginalized. Unlock your potential as a leader and understand more detail about your team’s levers of Psychological Safety.