Rebranding Safety with Tom Geraghty – Psychological Safety in Practice

Overview

In this episode of Rebranding Safety, host James MacPherson and co-host Tom Geraghty dive deep into the concept of psychological safety. What does it mean, and how can it be applied in real-world workplace scenarios? They explore the importance of clarity in roles, mission, and organisational goals. They also emphasise how these elements build trust and foster open communication.

The conversation touches on balancing accountability with a no-blame culture and the role of workplace banter in team dynamics. James and Tom provide actionable insights for leaders and teams aiming to improve collaboration, innovation, and well-being.

This episode offers a refreshing, no-nonsense approach to creating environments where everyone feels safe to speak up and challenge ideas.

Rebranding Safety with Tom Geraghty – Psychological Safety in Practice

Psychological safety is a buzzword in workplace culture, but what does it actually mean in practice? In this blog, we learned from this compelling podcast episode of Rebranding Safety featuring James MacPherson and co-host Tom Geraghty.

They show the challenges and practicalities of implementing psychological safety. They also touch on leadership, organisational culture, motivation, and even banter in the workplace. Let’s unpack their insights and learn how psychological safety can truly transform teams and organisations.

The Core of Psychological Safety

Defining Psychological Safety

At its essence, psychological safety is about creating an environment where people feel safe enough to express themselves. People should also ask questions, make mistakes, and challenge ideas without fear of punishment or ridicule. It is, as the podcast puts it, “the comfort to be uncomfortable”—a state where open, honest communication thrives.

Why It Matters

Psychological safety impacts more than just interpersonal dynamics. It’s tied directly to organisational outcomes like innovation, productivity, and employee well-being. A psychologically safe environment encourages learning and adaptability, essential for navigating today’s complex business landscape.

Breaking Down the Barriers

The Challenge of Clarity

One recurring theme in the discussion was clarity. Tom emphasised the importance of being clear about:

• The organisation’s mission.
• Each team member’s role and boundaries.
• The purpose and impact of tasks.

Without clarity, confusion and insecurity can erode psychological safety. For example, employees who don’t understand their roles may hesitate to speak up or take initiative.

Navigating Rules and Violations

Another nuanced topic was the concept of purposeful deviation from rules. Tom discussed how, in psychologically safe teams, violating boundaries for the greater good, when done responsibly, can foster innovation. However, this requires an organisational culture that differentiates between intentional, constructive actions and negligence.

Accountability Without Blame

The discussion also highlighted the delicate balance between holding employees accountable and fostering a no-blame culture. Excessive blame discourages transparency and learning, while a lack of accountability can lead to poor performance and demotivation.

Leadership and Power Dynamics

The Role of Leadership

Leaders play a pivotal role in fostering psychological safety. Those in positions of power must set the tone by:

• Encouraging open dialogue.
• Modelling vulnerability and admitting mistakes.
• Creating opportunities for team members to voice concerns.

The Double-Edged Sword of Power

Power dynamics can complicate things. Leaders unaccustomed to being challenged may struggle to embrace psychological safety. It takes conscious effort and humility to build trust and break down hierarchical barriers.

Motivation and Flow

Building Motivation Through Purpose

Motivation thrives when employees feel their work has meaning. Drawing on frameworks like Daniel Pink’s Drive and Google’s Project Aristotle, the podcast identified three pillars of motivation:

1. Autonomy – Empowering employees to make decisions.
2. Mastery – Providing opportunities to develop skills.
3. Purpose – Connecting daily tasks to broader organisational goals.

The Flow State

Workplaces should aim to create a “flow” state where employees are fully immersed and engaged in their tasks. Strike the right balance of challenge and capability to foster this sense of achievement and satisfaction.

The Banter Dilemma

Banter as a Double-Edged Sword

Banter – lighthearted teasing, was discussed as a potential threat to psychological safety. While it can foster camaraderie in some groups, it can also alienate or harm others. For instance, new or marginalised employees may feel excluded or unsafe if they perceive banter as ridicule.

Setting Boundaries

Psychologically safe teams must set clear boundaries around acceptable behaviour. Team members should feel empowered to call out inappropriate comments. You need to create a culture where respect and inclusion are prioritised.

Practical Tips for Building Psychological Safety

1. Define Your Mission and Values

Clearly communicate what your organisation stands for and the behaviours you expect.

2. Encourage Constructive Feedback

Create a culture where employees feel safe giving and receiving feedback.

3. Foster Open Communication

Regularly check in with team members and invite honest conversations.

4. Balance Accountability and Learning

Avoid blame but ensure accountability to maintain high standards.

5. Lead by Example

Demonstrate vulnerability and openness to set the tone for your team.

Conclusion

Psychological safety is a necessity for thriving teams and organisations. Leaders should embrace clarity, balance accountability, learn and foster respect. This will help you create environments where your employees feel safe to contribute and innovate.

Want to learn more? Check out the full podcast episode on Rebranding Safety. Let’s make workplaces safer, more empowering and equitable.