Leaders must lead by an example of ethical actions and employee support to create the culture of beliefs and norms throughout the organization.
Empathetic and authentic leaders use behaviors of influence, inspirational motivation, intellectual stimulation, and individualized consideration.
𝙊𝙣𝙚 𝙠𝙚𝙮 𝙩𝙤 𝙩𝙝𝙚 𝙨𝙪𝙘𝙘𝙚𝙨𝙨 𝙤𝙛 𝙩𝙝𝙞𝙨 𝙡𝙚𝙖𝙙𝙚𝙧 𝙞𝙨 𝙖𝙡𝙡𝙤𝙬𝙞𝙣𝙜 𝙢𝙚𝙢𝙗𝙚𝙧𝙨 𝙤𝙛 𝙖𝙣 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣 𝙩𝙤 𝙗𝙚 𝙨𝙚𝙚𝙣 𝙖𝙣𝙙 𝙝𝙚𝙖𝙧𝙙.
Every person is given the opportunity to speak in meetings or elsewhere, even when the topic is unrelated to a specific project. Anything and everything can be discussed because there is no criticism, judgment, or punishment.
This open communication from leader to employee, and vice versa, creates an environment of trust and integrity – this is 𝘱𝘴𝘺𝘤𝘩𝘰𝘭𝘰𝘨𝘪𝘤𝘢𝘭 𝘴𝘢𝘧𝘦𝘵𝘺.
Employee expectations have shifted from tolerating purely transactional relationships to recognition of the need for inclusion and integration of work with life experiences.
Meaningful communication and empathy are a necessity in the relationship between the members of an organization.
The tools to create psychological safety require practice, frequent use to improve, and full leadership support and modeling.
Developing a learning and psychologically safe culture takes time and must be backed up with mutual respect and trust; it cannot survive on motives or manipulation.
In dysfunctional environments, where it is unsafe to speak up for fear of humiliation or targeting, avoidance approaches lead to emotional exhaustion – a prime source of burnout. Dread or anxiety associated with a job literally wears down our mental and physiological health.
We are left with the choice to disengage completely or leave the environment. Neither of these is beneficial for the employee or employer.
In her book, “The Fearless Organization,” author and researcher Amy Edmondson says that leaders at all levels need to respond productively to reinforce a climate of psychological safety.
𝙋𝙧𝙤𝙙𝙪𝙘𝙩𝙞𝙫𝙚 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙚𝙨 𝙖𝙧𝙚 𝙘𝙝𝙖𝙧𝙖𝙘𝙩𝙚𝙧𝙞𝙯𝙚𝙙 𝙗𝙮 𝙩𝙝𝙧𝙚𝙚 𝙚𝙡𝙚𝙢𝙚𝙣𝙩𝙨:
1. 𝙀𝙭𝙥𝙧𝙚𝙨𝙨𝙞𝙤𝙣𝙨 𝙤𝙛 𝙖𝙥𝙥𝙧𝙚𝙘𝙞𝙖𝙩𝙞𝙤𝙣
2. 𝘿𝙚𝙨𝙩𝙞𝙜𝙢𝙖𝙩𝙞𝙯𝙞𝙣𝙜 𝙛𝙖𝙞𝙡𝙪𝙧𝙚
3. 𝙎𝙖𝙣𝙘𝙩𝙞𝙤𝙣𝙞𝙣𝙜 𝙘𝙡𝙚𝙖𝙧 𝙫𝙞𝙤𝙡𝙖𝙩𝙞𝙤𝙣𝙨.
If you ask any professional, maintaining the care of your tools is important for their performance and longevity. Regardless of how many tools you have in your kit, if they are broken, malfunctioning, or used for the wrong purpose, they won’t be able to do the job effectively.
Building up your psychological safety tool kit now assures you will always be ready and competent in your implementation.
What other items do you believe belong in this tool kit?
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