HR: The elephant in the room for psychological safety

In his latest column in Quality Digest, Mark Graban wrote the following about psychological safety:

“How do leaders cultivate the conditions in which employees feel safe enough to speak up and participate in continuous improvement? Clark argues that leaders need to: 1) model vulnerable acts; and 2) reward vulnerable acts.

For example, leaders must model the key behaviors they want to see, such as admitting that things aren’t perfect. Leaders can also model helpful behaviors by sharing an idea along with the words, “I might not be completely right, so let’s test our idea on a small scale and see.” When leaders model these vulnerable acts, some employees might choose to follow their lead.

When a person chooses to speak up, it isn’t a matter of courage or character; it’s a function of culture. The level of safety that’s felt by an employee is the end result of all of the interactions they’ve had with leaders and colleagues, past and present.”

Source: Graban, M. (2023) Stop Spending Money on Problem-Solving Training, Focus on Psychological Safety Instead Quality Digest

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