Success in modern organization requires a continuous influx of new ideas, new challenges, and critical thought. People have to feel free to speak their minds, even if their idea is not robust yet. To facilitate this process, an organization can’t do without a culture of Psychological Safety.
Learn everything about the power of Psychological Safety in the digital masterclass of Denkproducties – 1 June 2021
Harvard professor Amy Edmondson, one of the leading researchers in the field, explores the power of psychological safety and provides a blueprint for bringing it to life. She will teach you how to:
Are you interested in a package deal for your organization consisting of online participation for an unlimited number of employees, a 10-week look back and a Q&A with Hans and / or Joriene after 1 June?
Call or email for more details.
Do you want to participate alone or with a number of colleagues? Then go to DenkProducties
Interview with: Joriene Beks & Hans van der Loo, authors of 2 books on Psychological Safety
Moderator: Ben Tiggelaar
Opening by host and masterclass moderator: Ben Tiggelaar
Final remarks by host and moderator Ben Tiggelaar
Interview with: Joriene Beks & Hans van der Loo
Moderator: Ben Tiggelaar
Recording
Psychological safety isn’t about being nice. It’s about giving candid feedback, openly admitting mistakes, and learning from each other.
Harvard professor Amy Edmondson, one of the leading researchers in the field, describes psychological safety as a climate in which people dare to take interpersonal risks. Psychological safety, she says, is more than a subjective feeling. The term refers to a property of a group. It is a climate or culture in which people feel free and safe to ask questions, dare to speak up, have the ability to speak to others, to report and talk about mistakes, to raise concerns or to find new ones unsolicited. To contribute ideas.
Psychological safety links trust with candor and the desire to make a difference. It gives employees a sense of belonging, encourages them to express their views, openly discuss mistakes made, and contribute promising ideas. It leads to demonstrable improvements in ownership, collaboration, learning, creativity and performance.
Psychological safety translates into having a feeling of home: you feel closely connected with other housemates. You don't have to put on a mask or act. You are accepted one hundred percent as you are. Psychological safety provides a safe zone like home where you - if all is well - can express yourself freely and from which you can discover and test new worlds with impunity. It offers a foundation of connection and trust, of boldness and authenticity.
Strangely enough, these preconditions that we take for granted at home are all too often lacking at work. There we let ourselves be guided by many fears. The fear of losing face, of job insecurity, of being a target of aggressiveness and harassment, of not being heard. The fear of standing out above ground level, of telling the boss or a colleague what it is like. The fear of being punished for mistakes made, of losing the promised bonus or of not being fully deployable. And perhaps the ultimate fear: getting the message that you are redundant or redundant.
Psychological safety is intended to protect you from fears of everyday work life and, if possible, to turn them in a positive direction. Negative energy is then converted into positive energy. This ensures that you can participate fully and boldly at work, participate in decisions and take part.
