In the last 5 years, the articulation of psychological safety has become more predominant. One hears it more now than ever. Is it a new term? not really.
Carl Rogers, a clinical psychologist, coined the term “psychological safety” in 1954 while studying creativity. He described it as an environment where people feel safe to explore their creativity. Post that there has been further development done.
What is the context in which people / employees use this term, what are they meaning, and what might they be wanting by using this term. How is this term understood and misunderstood, maybe sometimes misused? In our work with organizations we see these questions emerging, the need to bring clarity and also look at what it means to the organization’s culture. The essence of psychological safety has become a non-negotiable for organizations.
Creating a culture where every team member thrives, needs many elements of psychological safety, empathy, trust and accountability. Research suggests when managers/ leaders value and work towards building a psychological safe workplace, employees experience significant increases in feeling belonged.
We often see organizations eager to cultivate psychological safety in their organization but unsure where to start. While the term is widely used, its true impact lies in the daily experiences of employees—how safe they feel to take risks, share ideas, and challenge norms without fear.
One question we often explore with teams is:
– What does psychological safety truly look like in action? AND
– How does it make you feel?
The true nuances of psychological safety is about engaging with your team in a dialogue, thereby encouraging openness and trust.
