Part 1: Why Your Organization Needs It
Creating a Safe Space for Feedback
A psychologically safe workplace transcends mere physical safety, delving into the realm of emotional security. Here, individuals feel empowered to express ideas without inhibition, proactively seek and offer feedback, engage in seamless collaboration, experiment with novel approaches, and make calculated leaps of innovation. In this context, feedback emerges as a pivotal component, serving as a conduit for fostering psychological safety and fortifying the fabric of a resilient organizational culture.
Mike Sliter PhD defines Psychological Safety and comments on its Importance
In psychological safety lies the reassurance that one can step into the workplace without repercussions or unwarranted criticism looming overhead. Such a foundation emboldens individuals to embark on interpersonal risks, paving the way for constructive conflict, the willingness to challenge received feedback, and the active participation in transparent dialogues that drive progress.
Results from our comprehensive 360-degree assessment underscores the pivotal role of coaching. Through analysis of feedback from a diverse group of 57 participants, encompassing a total of 425 distinct observations, we have discovered that participants often evaluate their own ability to provide candid coaching to others as lower than their actual demonstrated competence.
The paradoxical nature of this phenomenon is further underscored by the observation that others tend to rate them higher in this regard. It appears that the discomfort associated with candid feedback is an element we collectively navigate more proficiently than our self-assessments suggest.
Simultaneously, there exists a tendency to underestimate our aptitude for delivering effective feedback, a hesitancy that may inadvertently undermine the impact of our contributions. Lee (2021) emphasizes this in her research that trust and management style are crucial in offering employees psychological safety.
In the subsequent exploration, we delve into the intricacies of this feedback dynamic, elucidating the barriers to giving and receiving feedback, while advocating for a paradigm shift in acknowledging and harnessing the full potential of this invaluable tool for personal and career growth.
Recognizing the symbiotic relationship between psychological safety and feedback empowers us to build robust, harmonious environments where individuals can flourish and collaborate without fear, realizing their fullest potential.
So, how can we do this better? How can we be more intentional with our feedback in the workplace? In Part 2 of this series, we'll discuss the 5-Step Safety Formula for Giving Feedback.
Source:
Lee, H. (2021). Changes in workplace practices during the COVID-19 pandemic: the roles of emotion, psychological safety and organization support. Journal of Organizational Effectiveness: People and Performance, 8(1).