{"id":89290,"date":"2023-01-21T13:49:00","date_gmt":"2023-01-21T17:49:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=89290"},"modified":"2023-01-24T12:34:20","modified_gmt":"2023-01-24T16:34:20","slug":"edmondson-psychological-safety","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/edmondson-psychological-safety\/","title":{"rendered":"Amy C. Edmondson: Psychological Safety&#8217;s Importance"},"content":{"rendered":"\n<p>What is Amy C. Edmondson&#8217;s definition of psychological safety? What are the benefits of psychological safety?<\/p>\n\n\n\n<p>According to Amy C. Edmondson, <a href=\"https:\/\/www.shortform.com\/blog\/psychological-safety-in-the-workplace\/\">psychological safety in the workplace<\/a> means workers feel encouraged to speak up and make mistakes without fear of reprisal. Her book <em>The Fearless Organization<\/em> explains how a psychologically safe work culture is superior to a fear-driven one.<\/p>\n\n\n\n<p>Let&#8217;s look at what psychological safety is at work.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Concept of Psychological Safety<\/strong><\/h2>\n\n\n\n<p>According to Edmondson, <strong>psychological <a href=\"https:\/\/www.shortform.com\/blog\/supportive-work-environment\/\">safety in the workplace<\/a> encourages workers to ask questions, share concerns, and risk failure without fear of being judged or experiencing reprisal<\/strong>. She says that psychological safety bolsters factors that drive organizational success including talent, ingenuity, and diverse ideas. When combined with a strong <a href=\"https:\/\/www.shortform.com\/blog\/strategic-management-strategy\/\">organizational strategy<\/a> to achieve goals and a motivated, well-trained workforce, psychological safety enables workers and companies to thrive in a sustainable way.<\/p>\n\n\n\n<p>(Shortform note: <a href=\"https:\/\/www.shortform.com\/blog\/effective-change-management\/\">Change management<\/a> experts argue that companies in a post-Covid world <a href=\"https:\/\/hbr.org\/2021\/08\/is-your-organization-surviving-change-or-thriving-in-it\" target=\"_blank\" rel=\"noreferrer noopener\">must take further steps to build trust and ensure that employees are able to do their jobs effectively<\/a> in the face of rapid changes. One step companies can take is streamlining information so employees aren\u2019t overloaded with things that aren\u2019t relevant to their work. At the same time, companies should provide employees with enough information to avoid creating uncertainty, which can inadvertently foster anxiety among workers who feel left in the dark.)&nbsp;<\/p>\n\n\n\n<p>When workers feel safe to speak up and make mistakes, they can:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Learn and grow, tap into their creativity, and innovate at their fullest potential<\/li><li>Ward off avoidable problems by telling their organization about flawed workplace practices and conditions<\/li><li>Support growth by sharing observations about the market\u2014a critical benefit in an increasingly complex working world defined by the quality, quantity, and accessibility of ideas<\/li><\/ul>\n\n\n\n<p>(Shortform note: Though the benefits of creating a safe work environment for employees to speak up are clear, experts say <a href=\"https:\/\/hbr.org\/2019\/04\/research-why-managers-ignore-employees-ideas\" target=\"_blank\" rel=\"noreferrer noopener\">there are two distinct obstacles that lead managers to disregard workers\u2019 voices and ideas<\/a>. First, managers often lack the authority to act on employees\u2019 ideas, so they don\u2019t want to focus on things they can\u2019t change. Second, managers are incentivized to meet short-term target goals and deadlines, making them less inclined to allow themselves to be interrupted by, or to proactively tackle, issues that might interfere with those things.)&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Research-Backed Benefits of Psychological Safety<\/strong><\/h3>\n\n\n\n<p>According to Edmondson, decades of research find <strong>positive effects of psychological safety on learning, engagement, and performance in the workplace<\/strong>. Research from the 1960s found that people who feel psychologically safe navigate organizational change more effectively than those who don\u2019t, and that psychological safety helps employees overcome defensiveness and anxiety\u2014freeing them to focus on shared goals rather than protecting themselves. Studies in the 1990s found that employees more fully engage at work when they feel comfortable expressing themselves than if they\u2019re worried about having to defend themselves.&nbsp;<\/p>\n\n\n\n<p>In 1999, Edmondson\u2019s dissertation research helped define and provide deeper insight into the role of psychological safety within workplace teams. She found that psychological safety is a feature that manifests in and supports teams\u2019 and groups\u2019 work together and that some team leaders are able to create and foster it, while others aren\u2019t. She concluded that <strong>leaders who are able to build psychologically safe environments can improve employee well-being, engagement, and performance; mitigate company risk; and promote high organizational performance across a range of work environments<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>The Perils of a Fear-Based Workplace<\/strong><\/h3>\n\n\n\n<p>Edmondson says that despite the clear benefits of psychologically safe workplaces, many companies continue to take a fear-based, command-and-control management approach, a tactic that comes with two key problems.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Problem 1: Fear Leads to Silence, Which Hurts Companies<\/h4>\n\n\n\n<p>Edmondson says that <strong>in psychologically unsafe work cultures, employees don\u2019t speak up out of fear that they, their ideas, and their concerns will be belittled, disregarded, or lead to retaliation<\/strong>. She says that people\u2019s fear of being judged is so great that they engage in a process of \u201cimage management\u201d every day, all day long, in which they monitor and censor what they say to avoid looking silly or stupid in front of others. This strategy keeps them safe so long as they say nothing, but once they open their mouths, people can accuse them of being stupid or incompetent again. Most people can\u2019t handle this, so they stay silent to preserve their image.<\/p>\n\n\n\n<p>Edmondson says there are two big problems with employees\u2019 <a href=\"https:\/\/www.shortform.com\/blog\/silence-in-the-workplace\/\">silence at work<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>They become disengaged and demonstrate low levels of creativity and productivity, which hinders organizations\u2019 ability to innovate, grow, and perform.<\/li><li>They don\u2019t raise red flags that can help their organization ward off preventable problems and crises.\u00a0<\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-problem-2-fear-creates-an-illusion-of-success\">Problem 2: Fear Creates an Illusion of Success&nbsp;<\/h4>\n\n\n\n<p>Edmondson asserts that <strong>fear-driven management approaches are popular and can <em>appear<\/em> to lead to strong outcomes, but their only true accomplishment is creating the <em>illusion<\/em> of goals being achieved<\/strong>, while companies rot from the inside out.&nbsp;<\/p>\n\n\n\n<p>Further, although intimidation strategies may have worked more successfully in the past, they\u2019re far less effective in today\u2019s knowledge economy. In the past, companies were able to operate with stricter hierarchies and more rigid goals, and many employees operated in a mode of compliance out of fear that they\u2019d get fired if they didn\u2019t meet the mark. This model is less effective in a complex and uncertain knowledge economy, where organizations\u2019 growth and success depend upon the quality, quantity, and accessibility of information available to them\u2014making employees\u2019 voices and ideas more important than ever. Today\u2019s companies must welcome ideas if they hope to tap into the creativity, innovation, and intel required to thrive.<\/p>\n\n\n\n<p>Edmondson acknowledges that there\u2019s no guarantee that replacing a fear-based work culture with a psychologically safe one will result in successful outcomes. To thrive, companies must also have employees with expertise, ingenuity, and the ability to innovate and collaborate effectively. But she maintains that you can\u2019t realize the full potential of these thrive-factors in an environment that\u2019s not psychologically safe. That\u2019s because fear triggers the threat section of your brain, diverting resources away from <a href=\"https:\/\/www.shortform.com\/blog\/importance-of-memory-in-learning\/\">learning and memory<\/a> management, thereby limiting your ability to think, collaborate, engage in creative insight, and solve problems.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What is Amy C. Edmondson&#8217;s definition of psychological safety? What are the benefits of psychological safety? According to Amy C. Edmondson, psychological safety in the workplace means workers feel encouraged to speak up and make mistakes without fear of reprisal. Her book The Fearless Organization explains how a psychologically safe work culture is superior to a fear-driven one. Let&#8217;s look at what psychological safety is at work.<\/p>\n","protected":false},"author":14,"featured_media":84404,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[14,9,30],"tags":[869],"class_list":["post-89290","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management","category-psychology","category-work","tag-the-fearless-organization","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Amy C. Edmondson: Psychological Safety&#039;s Importance - Shortform Books<\/title>\n<meta name=\"description\" content=\"Amy C. Edmondson argues that psychological safety improves moods and can boost your business&#039;s success. Learn more about this concept here.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/edmondson-psychological-safety\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Amy C. Edmondson: Psychological Safety&#039;s Importance\" \/>\n<meta property=\"og:description\" content=\"Amy C. Edmondson argues that psychological safety improves moods and can boost your business&#039;s success. 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