# Psychological Safety  ## Metadata - Author: [[wikipedia.org]] - Full Title: Psychological Safety - Category: #Source/articles - URL: https://en.m.wikipedia.org/wiki/Psychological_safety ## reflections - about allowing people not to fear giving politically sensitive feedback. But should they fear giving bad (inaccurate/poor) feedback? Yes! - need to - Accept the individual as of unconditional worth. - Provide an environment where external validation is absent - Understand empathetically. - "Felt condition for candour" is another definition - If mix psychological safety with motivation you get [[Learning]] - ## Highlights - **Psychological safety** is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.(https://en.wikipedia.org/wiki/Psychological_safety#cite_note-1)(https://en.wikipedia.org/wiki/Psychological_safety#cite_note-2) In teams, it refers to team members believing that they can take risks without being shamed by other team members. ([View Highlight](https://read.readwise.io/read/01gz9zst87cs5y0d3xfbnhy1ck)) - Most of the research on the effects of psychological safety has focused on benefits, but there are some drawbacks that have been studied.(https://en.wikipedia.org/wiki/Psychological_safety#cite_note-:4-5) ([View Highlight](https://read.readwise.io/read/01gz9zt22pt236egwqgfws5npw)) - According to Rogers, psychological safety is associated with three processes: ==accepting the individual as of unconditional worth; providing a climate in which external evaluation is absent; and understanding empathically==. ([View Highlight](https://read.readwise.io/read/01gz9zvrj57e037f4zx6bhz221)) - In addition to physiological and safety needs, he wrote, an individual needs to believe in something to feel secure, even clinging to those beliefs in the face of contrary evidence, because they provide "psychological safety".(https://en.wikipedia.org/wiki/Psychological_safety#cite_note-9) ([View Highlight](https://read.readwise.io/read/01gz9zxfxfkgdqkj49znwagkdk)) - Explicit interest in psychological safety was renewed by Kahn in the 1990s,(https://en.wikipedia.org/wiki/Psychological_safety#cite_note-12) through qualitative studies which showed that psychological safety enables people to "employ or express themselves physically, cognitively, and emotionally" ([View Highlight](https://read.readwise.io/read/01gza0197ansjpm5ctwveny3c7)) Amy Edmondson definition: > A shared belief held by members of a team that it's OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes - all without fear of negative consequences > "Felt condition for candour" is another definition she uses Links to [[radical candour]] Systemic issue in non-profits because of the risk to funding. Few funders want us to say that their funding wasn't well used. ![[Screenshot 2024-05-15 at 11.15.10.png]] ==Need to say "we are doing this, but i need your open and honest feedback for how we progress because that's the only way it will work"== ## Team approach ![[Screenshot 2024-05-15 at 11.42.52.png]] ## Change - Transformation implies there is a destination- not the case. Constant change - Things to do - Demonstrate change yourself as a leader - Shared vision of success - Trust and psychological safety - Execution and exploration- need a balance. - Leaders influence change but do not control change - Can only influence 12 people?? Who you choose to be those 12 people are is how your impact will be maximised. - Leadership takes time: - Fashion is a fad. Can kid yourselves that are making change when it is really just fashion. ![[Screenshot 2024-05-15 at 12.10.35.png]] ## Three areas - Interest in progression - Three areas needing urgent attention - Legal framework and training for staff including myself. - Need to bring staff together to discuss data. - Capacity and skills -