Jack Campbell writes an excellent article about ‘psychological safety’ (management of workplace factors that have the potential to cause psychological harm) in this month’s HRD New Zealand newsletter. He uses current information from Lifeline Narrm and Canberra CEO, Carrie Leeson.
Just a Buzzword?
Recently ‘psychological safety’ has become the HR buzzword – but buzzwords come about because of rising awareness of a real need in workplaces as they evolve.
Since the pandemic and the recent recession, and pressures that come with those, psychological safety has risen to the surface and requires the same tenacity as is applied to workplace safety.
From Concept to Practice
Leeson provided some foundational steps that can be taken by employers:
- Treat psychosocial safety like physical safety
- Train leaders to have tough, complex conversations
- Clarify the boundary – what the organisation can and cannot do
- Invest in employee capability – not just crisis response
- Tap into the resources available for support
Training and Psychological Safety
Train leaders to have tough, complex conversations.
This is an underrated capability – absolutely essential in today’s VUCA (Volatile, Uncertain, Complex, Ambiguous) and fast moving global business environment.
Why? Business conversations need to happen with speed, focus, clarity and transparency, embracing ‘healthy debate’ and in pressurised situations.
Most NZers’ struggle with this and at a cost (time, money, results) for many businesses.
In any training it is important to be aware of the attendees’ psychological safety.
Facing into ‘tough, complex conversations’ involves being uncomfortable and working with conflict. This in itself raises reactions, from terrified to uncomfortable.
Creating psychological safety is a core foundation of successful facilitation.
Invest in employee capability – not just crisis response
Development of people drops off whilst facing into a recession or challenging time. Don’t! Invest in your people so they and the business are future fit.
Interested?
This is the link to the original article:
HRD – Why psychosocial safety is now central to job security