We shouldn’t have to withhold aspects of ourselves in order to fit in.

Trust and mutual respect are essential requirements for surfacing a teams unique perspectives and collective strengths.

Psychological safety is described as a sense of belonging to a team with the opportunity for individuals to share their background, experiences and perspectives without concern of being judged, ridiculed or excluded. It implies being able to bring your ‘whole self’ to work and is recognised for building a team culture which:

increases an individuals overall confidence and level of engagement;
stimulates discretionary effort and value creation; and
enables people to thrive and reach their full potential.

The absence of psychological safety triggers the ‘self-censoring’ instinct which results in people diverting energy and focus to ‘fitting in’ at best with a high probability of disengaging, if not physically leaving the organisation. This can result in a significant cost to affected individuals (mentally and emotionally) and to the organisation (diminished productivity and creativity).

We are certified in Timothy R. Clark’s ‘4 Stages of Psychological Safety’, a research-based framework and assessment tool to support leaders to transform their organisations into ‘sanctuaries of inclusion and incubators of innovation’ with consideration given to four core interrelated areas.

Timothy R. Clark, ‘The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation’ (Berrett-Koehler 2020)

Four Steps To a
Thriving Team:

An Interactive experience based on the 4 Stages of Psychological Safety Framework which can be tailored to a leadership group or team.

Our approach equips organisations to develop the foundation behaviours for an inclusive environment which accelerates learning, increases contribution and stimulates innovation.

Explore the key behaviours and approaches which enable individuals to succeed by:

  1. Feeling included:
    a sense of belonging satisfies the basic human need to connect and interact with others and to express aspects of their identity, experiences and perspectives without concern of being judged, ridiculed or excluded.
  2. Embracing the learning process:
    by feeling supported and able to ask questions, give and receive feedback, experiment and make well intentioned mistakes without concern of negative consequences.
  3. Contributing their skills, knowledge and experiences:
    by seeking out and valuing diverse strengths and perspectives of all team members as a part of conversations, decision making and the value-creation process.
  4. Challenging the status quo:
    by providing the permission to disagree and put forward alternative perspectives when an opportunity is identified for change or improvement.

Psychological safety is relevant now more than ever as we are living and working through a period of extraordinary uncertainty characterised by rising levels of anxiety, depression, and stress which shuts down learning and blocks creativity and collaboration.

A teams progression through all four stages without concern of being judged, ridiculed or excluded is a necessity for cultivating a curious, connected and collaborative culture which enables people to thrive.

4 Stages of Psychological Safety
Team Survey

Research undertaken by Harvard suggests that organisations with a higher level of psychological safety perform better on almost any metric, or KPI, in comparison to organisations that have a low psychological safety score.

Undertake a comprehensive ‘pulse check’ to ascertain your teams experience of the four core areas of psychological safety relating to inclusion, learning, contributing and challenging the status quo.

Features of the 4 Stages of Psychological Safety Team Survey include:

  • Succinct:
    Minimal time and effort is required to deliver impactful data-driven insights. The survey consists of 12 questions with three questions for each focus area (i.e. inclusion, learning, contributing and challenging).
  • Action orientated:
    each assessment report prioritises the key areas which would benefit from improvement. This is supported by a comprehensive Behavioural Guide, which outlines a set of concrete steps that teams can apply in each of the 4 areas along, along with a 5-step action plan to support with tailoring an approach to increase psychological safety for your team.
  • Flexible:
    the survey can be used for teams of 5 or greater, including an entire organisation, and is applicable to social units of all kinds (e.g. schools, sporting clubs etc).
  • Cost effective:
    the 4 Stages of Psychological Safety Team Survey is offered at a highly competitive price point which represents value to establish a baseline regarding the extent to which a team is sustaining an inclusive and innovative culture, with the ability to easily retest to measure progress.

The capacity to measure and prioritise areas for strengthening psychological safety is a key capability in this current environment and ensures the time and resources invested into cultivating an inclusive and innovative culture is responsive to actual feedback (rather than perceived needs and preferences) to deliver maximum results for teams and the broader organisation.