Showing vulnerability at the office? Many of us don’t dare to speak up in front of others at work, to admit mistakes, to show vulnerability, to just be human. Why? We lack the safety to not be taken advantage of when we are vulnerable. Amy Edmondson coined the term ‘psychological safety’. In this edition of our ChangeTALK live, viadoo psychologist Verena Schinerl gives five tips on how you as a manager can create this sort of safety in your team. Because only then can we solve problems sustainably, develop creative ideas, increase our performance – in other words, work together effectively. All these are also prerequisites for successfully mastering change processes.
Chapter:
00:00 Introduction
01:13 AOK absence report on mental illness at work
04:07 Amy Edmondson and the anxiety-free organization
06:29 Obstacles to openness: lack of error management culture and social pressure
07:57 Overcoming imprints and beliefs
11:40 The four levels of psychological safety according to Timothy R. Clark
14:22 Benefits of psychologischer safety
14:55 Tip 1: Be aware that psychological safety exists
15:54 Tip 2: Reflect on your own leadership behaviour, plan time, persevere
17:41 Tip 3: Be a role model for the team, listen actively, admit your own mistakes, be empathetic
19:37 Tip 4: Enable inclusion so that team members feel integrated
20:00 Tip 5: Use tools such as storytelling, questioning techniques, rituals, non-violent communication
22:43 Reflection with a sparring partner in executive coaching
24:00 All 5 tips for strengthening psychological safety at a glance
26:27 Do psychological safety and strong leadership contradict each other?
28:53 Whitepaper announcement
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