Harvard Business Review’s Post

I couldn’t agree more with the importance of addressing the learning curve for new hires. There’s a crucial phase when people move from ‘I don’t know what I don’t know’ to ‘I know that I don’t know,’ which generally is call the magic window. If leaders don’t provide high direction and support during this time, psychological safety can quickly erode. The situational leadership model is a great model to use here—not as a label for new hires or experts, but as a guide based on specific tasks or goals. For instance, someone might be an expert in Excel but not in Power BI. One of our common mistakes is assuming past experience in one area translates to another, leading to mismatched leadership styles and tendencies towards under supervision or micromanagement. While there will be transferable competencies from other experiences, they will also require support, coaching, and direction as applicable. Properly using this model helps maintain high psychological safety and better develop new hires and employees overall by adapting your leadership style to the development of the employee in that specific task or goal. #leadershipdevelopment #greatreading #phycologicalsafety #situationalleadership #learningcurve

It is certainly important for people in some jobs to feel safe to speak up, make mistakes, take risks, or ask for help. They include jobs that involve creativity, learning, and exploration. But five studies of workers in a variety of frontline jobs found that more is not always more when it comes to psychological safety. Previous research had focused only on the average effects, which, of course, are made up of high scores and low scores. But psychological safety is not an “either/or” outcome; it is a question of degree. https://lnkd.in/g9TBevdD

New data shows that while new hires typically start their roles with high psychological safety, it quickly dissipates and takes a significant amount of time to rebound. However, teams with high levels of psychological safety overall, don't see this steep decline. 🛠️ Why It Matters: -Psychological safety enables new hires to learn, ask questions, and adapt to their roles more effectively. -Without it, newcomers may hesitate to speak up, leading to missed opportunities, preventable failures, and stunted growth. Check out the full article from Harvard Business Review here - #hrcommunity #traumainformed #psychologicalsafety #traumainformedworplaces

This is a fascinating perspective. In my view, psychological safety in a healthcare setting is absolutely indispensable, so the idea you could have too much of it seems odd to me. From a just culture perspective, which requires psychological safety, I disagree with the author's characterization of mistakes and that they should be "punishable." In a just culture, it is recognized that mistakes are not due to conscious choices and that system and environmental factors beyond a person's control lead to their occurrence. This requires compassion, not criticism. On the other hand, complacency and carelessness can lead to unfavorable outcomes. In these cases, poor outcomes are the result of a person's knowledge of risks and choices to ignore them, which is different than a mistake. I can still understand their point. We want enough psychological safety so that people are empowered to report circumstances that lead to poor outcomes. On the other hand, we don't want people feeling as though they have free license to be reckless in their decisions and actions. And then there's the antidote of group accountability, which is really important in a team-based healthcare setting. So much to think about...

When psychological safety and accountability with consequences stands in tension. A very interesting read for all #csuiteleaders who are trying to build positive work cultures.

The research is compelling and terrifying Newcomers join your company with higher #psychologicalsafety yet a single problematic interaction can kill that, and may take up to 20 yrs to recover Unless… The team they join has high psych safety in which case the impact is minimal in the short term and psych safety continues to grow exponentially higher in the long-term

Can Workplaces Have Too Much Psychological Safety? by Peter Cappelli and Liat Eldor Summary: It is certainly important for people in some jobs to feel safe to speak up, make mistakes, take risks, or ask for help. They include jobs that involve creativity, learning, and exploration. But five studies of workers in a variety of frontline jobs found that more is not always more when it comes to psychological safety. Previous research had focused only on the average effects, which, of course, are made up of high scores and low scores. But psychological safety is not an “either/or” outcome; it is a question of degree. The authors found that when you move from average to high levels of psychological safety, performance in routine jobs actually declined. https://lnkd.in/gu782cbW

Psychological safety encourages open dialogue and diverse perspectives. Absence of safety leads to groupthink and suboptimal decisions. By reducing the fear of being seen as ignorant or inept, psychological safety enables the learning behaviors that are integral to settling into a new role and organization. #leadershipdevelopment #CEO #Employeeengagement #DiversityandInclusion

Can Workplaces Have Too Much Psychological Safety? Five studies of workers in a variety of frontline jobs found that more is not always more when it comes to psychological safety. But psychological safety is not an “either/or” outcome; it is a question of degree. The authors found that when you move from average to high levels of psychological safety, performance in routine jobs declines. https://lnkd.in/gmHBRR3d #PsychSafetyTactics #TeamSafetyStrategies #ImprovingPsychologicalSafety #TeamTrustBuilding #CreatingSafeWorkspaces #CultivatingPsychologicalSafety

Can Workplaces Have Too Much Psychological Safety? It is certainly important for people in some jobs to feel safe to speak up, make mistakes, take risks, or ask for help. They include jobs that involve creativity, learning, and exploration. But five studies of workers in a variety of frontline jobs found that more is not always more when it comes to psychological safety. Previous research had focused only on the average effects, which, of course, are made up of high scores and low scores. But psychological safety is not an “either/or” outcome; it is a question of degree. The authors found that when you move from average to high levels of psychological safety, performance in routine jobs actually declined #hbr #workplaceproductivity #psychologicalsafety https://lnkd.in/dS97FYup