Psychological Safety
Create teams where people feel able to speak up, learn, contribute and challenge
This immersive experiential learning session helps leaders understand what psychological safety looks like in everyday working life and, importantly, what they can do to strengthen it.
Through realistic workplace scenarios, facilitated discussion and practical skills practice, delegates explore the small behaviours and responses that can encourage people to contribute openly, or unintentionally cause them to stay silent.
Psychological safety isn’t about avoiding difficult conversations or lowering standards. It’s about creating the conditions where people can ask questions, admit mistakes, share ideas, challenge thinking and have honest conversations without fear of humiliation or unfair consequences.
Hear more about the session…
This training will help your organisation...
This training will help your managers...
- Build a culture where people feel more able to raise concerns, ask questions and share different perspectives.
- Encourage earlier conversations about problems and mistakes, creating greater opportunity to learn and respond.
- Support innovation by making it safer for people to put forward ideas and challenge established ways of working.
- Strengthen collaboration by helping teams listen to and value different voices.
- Build leadership behaviours that balance psychological safety with accountability and high standards.
- Reduce the unhealthy silence that can develop when people believe speaking up will not make a difference.
- Recognise the everyday behaviours that can build or undermine psychological safety.
- Notice whose voices are being heard and who may be holding back.
- Respond with curiosity rather than defensiveness when somebody raises a concern or different perspective.
- Create opportunities for people to admit mistakes, seek help and learn without creating a blame culture.
- Encourage ideas, ownership and appropriate risk-taking.
- Give and receive feedback with greater confidence.
- Respond constructively when someone challenges them, particularly when they disagree.
- Turn learning into practical actions they can use with their own teams.
Delegate Feedback
The Business Case...
Psychological safety matters because organisations need people to say what they see.
A team may appear to be running smoothly while concerns go unspoken, mistakes stay hidden and potentially valuable ideas never make it into the conversation.
Amy Edmondson’s early research into hospital teams produced an interesting finding: teams regarded as more effective appeared to report more errors. Further investigation suggested that they were not necessarily making more mistakes. They were more willing to talk about them.
When problems are visible, teams have the opportunity to understand them and learn. When people are afraid to speak, organisations can lose that opportunity.
Psychological safety therefore isn’t the opposite of performance or accountability.
The goal is an environment where people can speak honestly and standards can remain high.
FACE TO FACE
VIRTUAL
We offer flexible delivery options including either face-to-face workshops at your venue of choice, or online with our interactive livestreamed virtual workshops.
Interested?
If you are interested in running this training programme in your organisation, or if you simply want to ask a question about it, hit the button to contact us or call +44 (0)1484 310234.