A lot has been said about cultivating a healthy culture and the characteristics it should have to drive performance. In a recent guest talk for the CultureBrained Community, our previous podcast guest, Kevin Oakes, has shared a long list of characteristics that his research identified: from being obsessed with delivering value to external customers, actively supporting diversity and inclusion, being highly collaborative, empowering employees, nurturing innovative thinking, etc.
And while these are all desirable cultural traits, there is one thing without which none of the above can come to life – psychological safety.
As a listener of the CultureLab podcast, I’m sure that you know what psychological safety is and are sold on its importance.
But here is the definition that my guest today, Timothy Clark, has given me during the interview:
Psychological safety is an environment of rewarded vulnerability.
I’ve never heard a definition that was pithier or rang truer for me than this one.
You might be wondering, though:
What does it mean in practice? What actions can I take to start cultivating psychological safety in your team?
And this is exactly the reason why I’m thrilled to have Timothy Clark on the show. He is my go-to person when I need actionable insights on how to create psychological safety in the workplace.
Tim is recognized as a global authority in the ﬁelds of senior executive development, strategy acceleration, and organizational change. He is also the author of ﬁve books, including The Four Stages of Psychological Safety, a wonderful, hands-on guide that shows us how we can build psychological safety in our teams and organizations. The members of the CultureBrained Community will have an opportunity to participate in a live, interactive session where we will do a deep dive on the dos and don’ts of building a psychologically safe company culture.
Here are some of the highlights from this interview:
- Psychological safety as an environment or rewarded vulnerability.
- The four stages of psychological safety: inclusion safety, learner safety, contribution safety, challenger safety.
- Framing inclusion safety as a fundamental human right.
- The best place to start building psychological safety.
- Why jumping directly into behaviors rather than trying to change people’s mindset is the best approach to building psychological safety.
- Modeling and rewarding acts of vulnerability as the best mechanism to cultivate a culture of psychological safety.
Listen to the interview in the player below or on iTunes. If you like what you hear, please leave a review, and it may be featured on a future episode.