Rebranding Safety with Tom Geraghty: What is Psychological Safety?

Overview

In this episode of Rebranding Safety, James MacPherson teams up with psychological safety expert Tom Geraghty.  They talk about the concept of psychological safety and its impact on workplaces. Tom defines psychological safety as where individuals can share ideas, concerns, or mistakes without fear of humiliation or punishment. The conversation goes into its origins, from Edgar Schein and Amy Edmondson’s research to its growing relevance across industries.

Key points include:

• Why it Matters: Psychological safety fosters innovation, accountability, and continuous improvement and mitigates risks of disasters.
• Balancing Blame and Accountability: The podcast highlights the need for environments where mistakes can be constructively addressed without resorting to a blame culture.
• Real-World Examples: Case studies like the Chernobyl disaster, Challenger explosion, and Amagasaki train crash illustrate the consequences of ignoring psychological safety.
• Practical Applications: Strategies for fostering psychological safety in diverse teams, balancing hierarchy, and promoting openness are discussed.

Rebranding Safety with Tom Geraghty: What is Psychological Safety?

In this episode of Rebranding Safety, host James MacPherson introduces his co-host, Tom Geraghty, an expert in psychological safety. Together, they embark on a series of conversations to explore what psychological safety truly means. They also reveal why it’s essential and how it impacts workplaces across various industries.

What is Psychological Safety?

Tom Geraghty, founder of PsychSafety.com, defines psychological safety. Individuals should not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. This concept was popularised by Amy Edmondson’s research on clinical teams. She emphasises the role of interpersonal risk-taking in fostering high-performing environments.

Key takeaways about psychological safety:

• Origins: Coined in the 1960s by Edgar Schein and Warren Bennis, the concept gained traction in the 1990s with William Kahn and Amy Edmondson’s studies.
• Definition: Edmondson’s work revealed that high-performing teams admit and address mistakes openly, allowing continuous improvement. Meanwhile, low-performing teams tend to hide errors.

Why Psychological Safety Matters

Psychological safety serves as the foundation for innovation, error mitigation, and team growth. High-performing organisations leverage this concept to:

1. Encourage Open Communication

Employees feel safe pointing out issues before they escalate.

2. Enhance Accountability

Psychological safety doesn’t negate accountability. It promotes higher standards without fear of blame.

3. Foster Innovation

Safe environments encourage creativity and diverse perspectives.

4. Avoid Disasters

Historical case studies like the Chernobyl disaster and the Challenger explosion highlight the catastrophic consequences of suppressing dissenting voices.

The Balance Between Accountability and Blame

Geraghty emphasises that psychological safety doesn’t mean an absence of accountability. Instead, it’s about enabling constructive feedback without fear of retaliation. For example:

• Accountability ensures employees adhere to standards and deliver quality results.
• Blame culture, on the other hand, stifles innovation and deters individuals from reporting mistakes.

Geraghty proposes a middle ground. Companies should cultivate “blame-awareness” to recognise and address tendencies toward blame while focusing on solutions and learning.

Real-Life Examples of Psychological Safety in Action

1. Chernobyl Nuclear Disaster

The lack of psychological safety in Soviet-era organisations was a contributing factor to the Chernobyl tragedy. A hierarchical, fear-based culture prevented workers from raising concerns about unsafe procedures.

2. Challenger Space Shuttle Explosion

The Challenger disaster was partially caused by a lack of psychological safety among NASA engineers. They feared reporting issues with the shuttle’s O-rings due to intense political and commercial pressures.

3. Amagasaki Train Crash

In Japan, a train conductor exceeded safe speeds to meet strict time targets, resulting in a fatal derailment. A punitive work culture discouraged open discussions about the risks.

Promoting Psychological Safety

Geraghty shares actionable strategies for fostering psychological safety:

1. Act as if it Already Exists

Leaders should model openness and vulnerability to set the tone.

2. Encourage Constructive Feedback

Teams thrive when members can challenge ideas and point out errors without fear.

3. Recognise Cultural Differences

Psychological safety may look different in hierarchical cultures such as Japan. Systems like Toyota’s Andon cord are designed to address these challenges.

Psychological Safety in Diverse Teams

Building psychological safety in diverse teams is more challenging but significantly more rewarding. Diverse groups bring broader perspectives and higher performance potential. However, it’s essential to:

• Address barriers to inclusion.
• Create an environment where all voices are valued.
• Balance the needs of individuals with the collective goals of the organisation.

Key Lessons from Disasters

Psychological safety often comes to the forefront in analysing failures. Every disaster carries lessons about the importance of open communication and the dangers of fear-based cultures. Examples, such as Chernobyl and the Challenger explosion underscore the need for environments where individuals feel empowered to speak up.

Closing Thoughts

Psychological safety is a critical ingredient for high-performing teams. It’s more about making employees feel good. It’s about creating a culture where people can take risks, learn from mistakes, and innovate without fear of retribution. As Tom Geraghty aptly states, psychological safety allows teams to hold themselves to higher standards. This can result in better outcomes for everyone.

For more insights and resources on psychological safety, visit PsychSafety.com, where you’ll find free toolkits, workshops, and a supportive community.