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Psychological Safety at Work Training

$49.00

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This course is designed for managers and leaders who want to create a psychologically safe environment for their employees.

Psychological Safety at Work Training Course Overview:

Psychology safety is the shared belief held by members of a team that the workplace is safe for interpersonal risk taking. In psychologically safe workplaces, employees feel comfortable being themselves, sharing ideas, and speaking up when they see something that could be improved.

Psychological safety has been found to be a key ingredient in high-performing teams. In fact, research by Google has found that psychological safety is the number one predictor of a team’s success.

In this course, you will learn about psychological safety in the workplace. You will explore what it is, why it Matters, and how to create a psychologically safe environment in your workplace.

This course is designed for managers and leaders who want to create a psychologically safe environment for their employees.

Course Objectives:

– Understand what psychological safety is and why it matters

– Learn how to create a psychologically safe environment in your workplace

– Understand the importance of communication in creating a psychologically safe environment

– Gain skills in managing conflict in a psychologically safe environment

Course Outline:

1. Introduction to Psychological Safety

2. What is Psychological Safety?

3. Why Psychological Safety Matters

4. The Impact of Psychological Safety on Workplaces

5. Creating a Psychologically Safe Environment

6. The Role of Communication in Creating a Psychologically Safe Environment

7. Managing Conflict in a Psychologically Safe Environment

8. Conclusion and Wrap-Up

By the end of this course, you will have a better understanding of what psychological safety is and why it matters. You will also gain practical skills to help create a psychologically safe environment at work and manage conflicts that may arise. With the knowledge and tools gained in this course, you can start creating positive change in your workplace today!


Testimonials:

★★★★★  “The Psychological Safety at Work course has helped me to better understand the importance of psychological safety in the workplace. It has given me practical skills and techniques on how to create a psychologically safe environment for my team. I highly recommend it!” – John M., Manager

★★★★★  “This course was incredibly informative and well-structured. It’s definitely changed my perspectives on psychological safety in the workplace and has given me some great tools to use when creating an environment that fosters respect, trust, and collaboration.” – Samantha W., Executive Team Member

★★★★  “I found this course really insightful and it gave me valuable information about how to promote psychological safety within my organization. The tips and strategies provided were very helpful in creating an emotionally safe environment for my team.” – Paul T., CEO


Glossary of relevant terms and concepts from the course:

Psychological Safety: The shared belief held by members of a team that it is safe for interpersonal risk taking.

Interpersonal Risk Taking: The willingness of team members to share ideas and perspectives, even if there’s an element of uncertainty or potential conflict involved.

High-Performing Teams: Teams that consistently achieve their goals and objectives through effective collaboration amongst its members.

Communication: The exchange of information, ideas, and feelings between two or more people.

Conflict Management: Strategies used to address disagreement or tension between individuals or groups in order to reduce negative effects on team performance.

Positive Change: The process of implementing new ideas, methods, or behaviors that result in improved outcomes.

Amy edmondson:

Amy Edmondson is a professor at Harvard Business School and an expert on psychological safety. She has dedicated her career to studying the concept of psychological safety in organizations and its impact on team performance. Her research suggests that when teams have a shared belief that it is safe to take interpersonal risks, they are more likely to collaborate effectively and innovate faster. She offers recommendations for how leaders can create psychologically safe environments, such as encouraging open dialogue, fostering trust, and providing support for risk taking. Her work has been featured in various publications including Harvard Business Review and The Wall Street Journal.

Inclusive Leadership:

Inclusive leadership is an organizational approach where everyone’s perspectives are valued. Leaders who practice inclusive leadership create a psychologically safe environment where all team members are encouraged to speak up with ideas, even if there’s an element of uncertainty or potential conflict involved. These leaders also recognize that diversity and inclusion are key components of creating high-performing teams. They strive to create a work environment where everyone feels supported regardless of their background or identity.

Measurement:

Measuring psychological safety in the workplace is an important step for understanding how to foster it. Surveys can be used to assess the level of psychological safety in a team or organization and determine areas for improvement. Additionally, qualitative methods such as focus groups and interviews can be used to gain more insight into what is needed to create a psychologically safe environment within the organization.

Psychological Safety Stages:

Psychological safety is not a static concept and can evolve over time depending on the team culture and dynamics. Amy Edmondson suggests that there are four stages of psychological safety that teams go through as they become more successful:

1) Unawareness – Team members are unaware of their own feelings or those of others.

2) Conflict Avoidance – Members avoid disagreement or tension out of fear it may worsen already existing tensions.

3) Conflict Acceptance – Members begin to recognize and accept differences in opinion, leading to an improvement in communication.

4) Mutual Respect and Openness – Team members treat each other with respect and trust, allowing them to take interpersonal risks without fear of judgment or retribution.

Create psychological safety: Organizations can create a psychologically safe environment by fostering trust, encouraging open dialogue, and providing support for risk taking. Leaders should also strive to create an inclusive work environment where all team members feel valued and respected regardless of their background or identity.

Build psychological safety: To build psychological safety in the workplace, organizations should focus on creating an environment of mutual respect and openness where individuals are encouraged to take risks without fear of retribution. Additionally, processes such as measuring psychological safety through surveys and focus groups can help leaders better understand how to foster it within the organization.

Safe Work Environment: Creating a safe work environment is essential for fostering psychological safety in teams and organizations. This requires that leaders set clear expectations for behavior in the workplace, provide support for risk taking, and actively encourage open dialogue.

Speaking Up with Ideas: In an environment where psychological safety is fostered, individuals are more likely to feel comfortable speaking up with ideas or expressing their opinions without fear of negative consequences. Leaders should strive to create a safe space where everyone’s perspectives are valued and respected.

Fearless Organization: A fearless organization is one that encourages employees to take risks without fear of retribution or judgment. These organizations often have higher levels of innovation and creativity because individuals feel safe enough to express their ideas freely.

Measure Psychological Safety: To measure the level of psychological safety in a team or organization, surveys can be used to assess team dynamics and focus groups can be used to gain more insight into what is needed to foster psychological safety.

Stages of Psychological Safety: Psychological safety is not a static concept and can evolve over time depending on the team culture and dynamics. Amy Edmondson suggests that there are four stages of psychological safety that teams go through as they become more successful: Unawareness, Conflict Avoidance, Conflict Acceptance, and Mutual Respect and Openness.

Team Psychological Safety: Team psychological safety is the perception among team members that they are able to take risks without fear of negative consequences or retribution. Creating an environment of trust, respect, and openness is essential for fostering psychological safety in teams. Leaders should strive to create an inclusive environment where all team members feel valued regardless of their background or identity.

Environment of psychological safety: To create an environment of psychological safety, organizations should focus on creating a culture of mutual respect and openness. This requires that leaders set clear expectations for behavior in the workplace, provide support for risk taking, and actively encourage open dialogue.

Sense of Safety: Psychological safety is a sense of safety where individuals feel comfortable expressing their ideas without fear of negative consequences or retribution. This allows teams to work more effectively because everyone feels free to contribute and take risks without fear.

Disengagement: When employees lack psychological safety they may become disengaged from the team or organization as they no longer feel comfortable contributing ideas or engaging in debates and discussions. Leaders should strive to create an inclusive environment where all team members feel valued regardless of their background or identity.

Work Arrangements: Organizations should also consider how their work arrangements could be impacting psychological safety. For example, remote working can reduce in-person interaction and lead to a feeling of disconnection within teams. Leaders should strive to create a sense of connectedness among team members by providing virtual collaboration tools and encouraging frequent communication via video calls or chat messages.

Team Effectiveness: Psychological safety is essential for fostering team effectiveness because it allows team members to feel comfortable expressing their ideas without fear of negative consequences or criticism. Teams with higher levels of psychological safety are more likely to innovate and produce creative solutions as individuals are encouraged to take risks without fear.

Physical Safety: In addition to fostering psychological safety, leaders should also ensure that team members feel physically safe. This involves creating a workplace atmosphere where everyone feels respected and free from discrimination, harassment, and bullying.

Degrees of Psychological Safety: There are degrees of psychological safety as teams can move from a state of unawareness to one where there is mutual respect and openness. Leaders should strive to create an environment that encourages open dialogue by actively listening to team members and challenging the status quo.

Active Listening: Active listening is key for fostering psychological safety as it encourages people to express their ideas without fear of negative consequences or criticism. Leaders should make sure they are making eye contact with team members when they speak, using nonverbal cues such as nodding or smiling to show they are engaged in the conversation.

Lack of Psychological Safety: A lack of psychological safety can lead to decreased trust, greater disengagement, and lower levels of team effectiveness. Leaders should strive to create an environment where all team members feel valued regardless of their background or identity, providing support for risk taking and encouraging open dialogue.

Challenging the Status Quo: Finally, leaders should be willing to challenge the status quo if they want to foster psychological safety in teams. This involves asking questions that challenge assumptions and thinking outside the box when it comes to problem-solving. Being willing to change course when needed is essential for creating an environment where everyone feels welcome to express their ideas without fear of negative consequences or retribution.

By fostering psychological safety, organizations can create a more effective and productive work environment that promotes collaboration, innovation, and creativity. By creating an environment of mutual respect and openness, leaders can ensure that their teams are able to take interpersonal risks without fear of judgment or retribution. Ultimately, a psychologically safe team is one that is able to take risks without fear of negative consequences, allowing them to explore new ideas and achieve greater success.