As with most things in workplaces that involve human beings (which, when I last checked, was ALL organizations), it can feel overwhelming. Like its counterparts, psychological safety appears nebulous and hard to tackle. And this is even more prevalent with the increase of collaborative work following the pandemic-induced switch to remote work. Leaders need to create an environment where people feel comfortable when collaborating, not punished or humiliated when sharing their thoughts or admitting mistakes. With so many organizations today relying on effective ways of working together, it’s not surprising that this matter is getting a seat at the table, alongside employee experience and workplace culture. Psychologically safe team members “feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.” Edmondson has also identified the importance of psychological safety in the areas of workplace collaboration and teamwork. It’s here you find psychological safety.Īmy Edmondson, a leading Harvard Business School researcher on the topic, describes psychological safety as the shared belief that “one can speak up without risk of punishment or humiliation”. I can’t say I’ve been entirely cured of my perfectionism, but I have learned that it’s possible to create spaces where mistakes can have a positive impact on the mistake-maker and everyone around them.
I was rattled and upset, and unknowingly forced into perfectionist mode, vowing I’d never make a mistake like that again.įortunately for me, later in my career I’ve been able to make all kinds of mistakes in more supportive environments. My boss flew into a rage over this, belittling me in front of our team. I missed a typesetting error in a printed brochure that cost us a reprint of the order. Early on in my career I made a mistake at work.
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