Training
Psychological Safety
In a psychologically safe workspace, employees feel empowered to express ideas and concerns, ask questions, make and learn from mistakes, and contribute to meaningful conversations without fear of consequences.
Learn
Choose at least one resource below. Commit to the learning experience. Then… discuss.
Read an article
- What Is Psychological Safety?
- 9 Exercises to Promote Psychological Safety in Your Organization
- How to Foster Psychological Safety in Virtual Meetings
- High-Performing Teams Need Psychological Safety: Here’s How to Create It
- Building a Culture Where Employees Feel Free to Speak Up
- 4 Steps to Boost Psychological Safety at Your Workplace
- 5 Things You May Not Know About Psychological Safety
- What Psychological Safety Looks Like in a Hybrid Workplace
Read a book
- The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation by Timothry R. Clark
- The Psychological Safety Playbook: Lead More Powerfully by Being More Human by Helbig, Karolin, Norman, and Minette
- The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth by Amy C. Edmondson
Enroll in instructor-based training
- Fostering a Psychologically Safe Workplace
A deep dive into the latest research on how fostering trust and psychological safety can improve culture and performance, and how you can contribute to a culture that cultivates well-being and generates results.
Listen to a podcast
- Creating a culture of psychological safety, Amy Edmondson
- Is it Safe to Speak Up at Work? (Podcast & Transcript), Adam Grant
Discuss
Recommend the resource(s) to others and discuss your reflections, questions, and what you learned. Focus on questions like the following.
- What resonated for you from the learning resource(s) you chose to explore (videos, articles, classes, etc.?)
- What does Psychological Safety mean to you? What does it look and feel like?
- What makes you feel safe to speak up at work?
- What are some considerations and behaviors to incorporate into your daily interactions?
- What does your leader/manager/supervisor do to cultivate a culture of psychological safety?
Take Action
Accountability and Feedback
- Find an accountability partner; someone you can check in with periodically to continue the discussions, role play real life scenarios; discuss how you will intentionally apply what you learn this quarter, on the job.
- Write down your intended actions, post in your office/desk/cube, share them with your supervisor/colleagues
- Seek feedback from others; “How am I doing through the lens of this theme? Do you see the changes I said I would make? What is the observable impact?”
Continue Exploring
Is Your Team Psychologically Safe? Take This Quiz and then follow the link in the quiz article to Measuring Psychological Safety for more details on how to leverage the results.
- Reflect on your score (and your team’s).
- Identify an area, skill or behavior you want to explore or enhance
What is your intention? What actions will you take...
- Tto support Psychological Safety & DEIA overall at the Lab?
- To achieve your DEI Performance Goal?
Additional Support
Contact the DEI Office or Learning and Development for support
Video Resources
-
What is Psychological Safety, and why is it important? (1:18)
Boosting PS in the workplace leads to more confidence, increased creativity and innovation, improved productivity and elevated trust - How Does Psychological Safety Impact Performance? (2:15)
- Why psychological safety is important for innovating? (2:54)
- What can we do to promote psychological safety? (3:52)
- How Do You Create Psychological Safety at Work? (3:25)
Interview with Amy Edmondson
- Achieving psychological safety
(3:40)
by Simon Sinek - Building a
psychologically safe workplace (3:49)
Presented by Amy Edmondson. High performing teams discuss mistakes. - Secrets Of
Successful Teamwork (4:00)
Insights from Google. Members of high performing teams speak in the same proportion and are skilled at emotional intelligence/social sensitivity.
- Psychological Safety
(7:48)
Not taking interpersonal risk leads people to hold back. Holding back is invisible; you don’t know when someone hasn't shared an idea or asked for help. - The Case for Psychological Safety and Better Teams (15:59)
By Rafael Chiuzi - The 4 Stages of
Psychological Safety (1:14:54)
Webinar deep dive into the book: The 4 Stages of Psychological Safety, by Dr Timothy R Clark
