Challenge

Psychological safety is sometimes misconstrued; it isn’t a shield from accountability, it isn’t niceness, coddling, consensus decision making, unearned autonomy, political correctness, or rhetorical reassurance. Three myths companies must overcome about psychological safety:
1. They already have psychological safety (fact: only 43% of employees report a positive climate within their team).
2. It’s senior leadership’s responsibility to create, & maintain psychological safety (fact: it must be embraced by every team leader, at every level).
3. Once created, psychological safety will always exist (fact: it isn’t only rare, but fragile).

Recommendation

McKinsey found that leaders can increase team members’ psychological safety by demonstrating specific leadership styles: "Consultative" & "Supportive" and avoiding others: "Authoritative" & "Challenging". As a leader, follow these behaviors to build psychological safety:
Empathy: show care and understand employees’ feelings; value their perspectives and opinions.
Engagement: be fully present during meetings, listen actively.
Trust: use collaborative and engaging language with a focus on solutions.
Collaboration: consult your team, ask for feedback.
Empowerment: invite your team to challenge ideas and share their perspectives

Proposed Actions

• Rise psychological safety to the level of a strategic objective rather than a “nice-to-have.” Connect Psych Safety to ESG in your organization - it maximizes human capital, increases retention and innovation, and reduces risk.
• Foster connections, including ERGs/affinity groups and buddy/ mentorship programs. Ensure regular 1:1 Check ins, not only with your direct reports, but those across your “pyramid”.
• Frame meetings as opportunities for information-sharing and differences as a source of value; welcome dissent without judgment through dialogue, not debate. Encourage outside-the-box thinking. Promote a growth mindset and treat mistakes as learning opportunities
• Expect & exhibit ethical decision making & integrity: prohibit retaliation against “upstanders” & ensure employees  have a safe channel for raising concerns.