The Organisational Fabric of Psychological Safety (AKA psychological safety is more than just a team phenomenon) By Tom Geraghty When we talk about psychological safety, the definition we usually use is something along the lines of “a shared belief that […]...
Colution (noun)A solution that emerges through genuine collaboration, where all parties contribute ideas, insights, and perspectives to co-create an outcome that none could have achieved alone Usage Examples in Sentences...
All Feedback Is Subjective By Jade Garratt All Feedback Is Subjective … And Why That Matters for Psychological Safety “No person in the world is so privileged as to have access to a ‘ground truth’ against which all other people’s […]...
Efficiency vs Resilience By Tom Geraghty Standardisation is often used as a way to increase organisational efficiency and scalability Through reducing variation, we can standardise our tools, training, processes and more, enabling us to optimise systems and better achieve our desired […]...
Psychological Safety and Micromanagement By Jade Garratt Those who have followed our work at Psych Safety for a while will know that we believe exploring not just what to do – the behaviours and practices that support psychological safety – […]...
Spectra of Participation by Jade Garratt Engagement and participation are terms we often throw around to mean “getting people’s take on issues that affect them” But not all participation is created equal Sometimes, “inviting participation” amounts to little more than […]...
Psychological Safety in Practice Team Learning in the Field: An Organizing Framework and Avenues for Future Research This excellent paper from Amy Edmondson and Jean-François Harvey affirms that teams learn most effectively when members feel safe to speak up, take interpersonal risks, [&h...
Déformation professionnelle By Tom Geraghty “Every specialist, owing to a well-known professional bias, believes that he understands the entire human being, while in reality he only grasps a tiny part of him” Alexis Carrel, Nobel laureate We all see the […]...
by Navya Adhikarla When we talk about creating inclusive workplaces, we often discuss accessibility and psychological safety as separate initiatives Accessibility (also abbreviated as a11y) focuses on removing physical and digital barriers, while psychological safety addresses the emotional and soci...
All Models Are Wrong, and Some Are Useful By Tom Geraghty This is one of my favourite, and most often used, aphorisms It’s attributed to George Box, a British statistician, from a 1976 paper on Science and Statistics, though the […]...
By Jade Garratt In our experience, the most effective lever for increasing psychological safety within a team is flattening the power gradient – the gap between those with the most power and those with the least In practice, this usually […]...
The Speaking up Myth By Jade Garratt In the world of psychological safety, we focus a lot, maybe even too much, on the speaking up side of the equation How do we make sure people speak up with their ideas, […]...
Addressing Power through “Flattening” Organisations Steep power gradients are one of the most significant factors that contribute to reducing psychological safety These steep differentials in perceived power have contributed to many disasters including the Tenerife Airport disaster in 1977, Cher...
Work doesn’t have to suck By Jade Garratt The start of a new year seems like a good time to reflect on how work feels, and how we feel about work For too many of us, going to work isn’t […]...
Sometimes I Muck Up After lots of you asked for “Safe For Work” versions of our “Sometimes I Fck Up” stickers, we’ve created these “Sometimes I Muck Up” stickers available in our online shop! Delivering Effective Feedback There are still a few [&he...
By Jade Garratt How do you feel when you hear the words “You have a body“ And how do you feel when you hear it in a work context You might find it confusing – a kind of “well, obviously”, or […]...
Blametropism By Tom Geraghty, edited by Jade Garratt It’s a common fallacy that psychological safety means having a “blameless” culture Just like so many misconceptions around psychological safety, that’s not actually the case Sometimes we can’t avoid blame and, on […]...
Types of Power In a few previous newsletters, we’ve gotten into power dynamics, power gradients, “power over” vs “power for” and “power to” (see Mary Parker Follett) Steep power gradients are the number one inhibitor of psychological safety, and addressing […]...
We’ve been rather busy this week, in the midst of this round of psychological safety online workshops, including fundamentals, practices, leadership, measurement, advanced, and workshop design and facilitation With that in mind, we thought it would be a good time […]...
Psychological Safety Doesn’t Mean Feeling Comfortable By Jade Garratt There are many misconceptions about psychological safety One is that if we “achieve” psychological safety, it means that people will feel comfortable all the time It’s understandable to see how that […]...
