The One Thing you Need to do to Help Your Team Feel Safe Enough to Speak up

My sister recently shared an article from Science Magazine Online entitled “How a Student’s Panic Attack Changed My Approach to Teaching” with me. Honestly, I was initially drawn in by the picture of flowers with faces. It spoke to me. All of those friendly, impressionable faces looking up. Quite frankly, it is what made me open the article. However, the content itself, while a short read, is relevant to anyone in a leadership role or a coaching position.

As leaders or coaches, we have a responsibility to the people with whom we interact. In our role, we bring about a lot of change and ask for a lot of thought to be put into what we are saying and doing within organisations. That, in turn, comes with a great amount of responsibility. 

What can you do to change how you show up? Are people falling through the cracks? Have they become expendable in the name of reaching a goal? 

We hear the term psychological safety bantered about on a regular basis. As coaches, it is drilled into us in every course we take, but only a few of those courses really focus on what that means. Even fewer actually work with participants to understand their role in creating this safe space, and then nurturing it. It isn’t enough to say “I am here if you need me.”

The professor in the article reacted after an incident occurred. Before the incident, they never really thought about the fact that they had a responsibility to the students in the classroom. In this case, over 350 at one time. I would question the reality of a space, much less a safe one, in that large of a group; but they did their best to make it happen. Everything about how the course was presented changed after that incident.

As coaches, we are often called in after the incident has happened, after the team is broken, after repeated change in leaders, after, after, after. However, at times we get called in from the beginning, with an eye toward creating the culture that we as coaches can nurture - but more importantly, one that the members of the team can nurture and grow from within.

I encourage all of you to think about the culture in which you operate. What can you do to change how you show up? Are people falling through the cracks? Have they become expendable in the name of reaching a goal? 

We all understand the concept of toxic work culture. And I would hope that none of my readers have contributed to such a state, but I imagine that more than a fair share are steeped in it on a daily basis. I also imagine that many are in an environment where someone gave lip service to the words psychological safety, and then just expected people would show up when they needed help.

SHOW UP…

During every interaction as leaders and coaches, we have to ensure that we bring our authentic self; and that this self who shows up is going to continually foster that spirit of growth and acknowledge that we do indeed not only know how to say the words, but also how to walk the walk of psychological safety for everyone.

In light of recent events, I posted a phrase on LinkedIn - “Do not listen with the intent to reply. Listen with the intent to understand.” Too often, as people in positions of authority, we are on the defensive before we even begin the conversation. We have been indoctrinated to always have the answer to the question no matter what it is. As such, we show up ready to talk, not to listen.

… READY TO UNDERSTAND

One of the things that we all need to work on is to show up ready to understand. Close your mouth and open your ears. But more importantly, open your mind to what is in front of you and be a safe place, a trusted place, an understanding place for people to go. That is how you can truly foster a culture focused on growth and openness.

Learn more about the work that we do and the programs that we offer. Set up a call to start planning how you want to change the culture of your organization.

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About the Author:

INDRA A. BOOKS

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