Psychological safety is a key success factor for teams and makes it possible to create a learning culture in which everyone feels safe to take risks. A study by Google has shown that teams that experience psychological safety are more successful. In this article, you will find out what psychological safety means and how you can strengthen it in your day-to-day work.
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What does psychological safety mean?
Psychological safety describes the confidence that it is possible to speak openly in a team, ask questions and admit mistakes without being judged or punished. When psychological safety is high, team members dare to take risks, question the status quo and contribute new ideas. A culture is created in which open feedback and honest communication are a matter of course.
Where psychological security is lacking, on the other hand, fear and reticence often dominate. Team members are afraid to admit mistakes or address difficult issues in order to avoid being perceived as incompetent. In such teams, learning falls by the wayside and valuable opportunities for improvement are not exploited.
Why is psychological safety important?
A study by Amy Edmondson in a hospital showed that although the most successful teams reported the most mistakes, they actually made fewer mistakes over time. The reason: these teams had a high level of psychological safety and were willing to learn from mistakes and constantly improve. The willingness to openly address weaknesses enabled continuous learning and helped to improve the quality of work.
In today's VUCA world, which is characterized by uncertainty, complexity and change, this topic is becoming increasingly important. Teams need to adapt quickly to new challenges and learn continuously. Without the security of being able to talk openly about mistakes and grievances, it is difficult for teams to remain flexible and innovative.
The results of the Google project "Aristotle"
The "Aristotle" project examined 180 Google teams to find out what makes successful teams. The results show that it is not the composition of the teams but the way they work together that is decisive. Five success factors were identified, with psychological safety being the most important:
- Psychological safetyTeam members feel safe to take interpersonal risks.
- Reliability: Tasks are completed punctually and reliably.
- Structure and clarity: The expectations are clear and understandable.
- MeaningfulnessWork has a meaning for every team member.
- EffectThe work is perceived as valuable and influential.
The study shows that teams that experience psychological safety react more creatively and flexibly to challenges. Mistakes are not hidden, but seen as learning opportunities.
It also requires clear goals and acceptance of responsibility
Although psychological safety is a key factor for team success, it should not be viewed in isolation. A team also needs clear goals and the willingness of its members to take responsibility. Psychological safety creates the basis for open learning, but only the combination with challenging goals leads to sustainable success.
Tips for strengthening psychological safety in the team
If you have the Psychological safety in your team, you can use the following strategies:
- See work as a learning opportunity: See daily tasks not just as "getting things done", but as opportunities to learn. Encourage your team to try new approaches and learn from mistakes instead of looking for people to blame. If something goes wrong, ask: "What can we learn from this?" instead of: "Who is responsible?"
- Recognize fallibility: As a manager, it is important to openly admit your own weaknesses and mistakes. If you set a good example, it will also be easier for your team to deal openly with mistakes. Show that nobody is perfect and that it is okay to learn from mistakes.
- Ask questions and encourage curiosity: Ask lots of questions to create a culture of curiosity. If you actively ask questions yourself, you encourage your team to do the same. This creates an environment in which it is normal to clarify ambiguities and develop further.
Reflection questions
Use the following questions to reflect on the current state of psychological safety in your team:
- How constructively do we deal with mistakes as a team?
- Can we openly admit weaknesses and mistakes without fearing negative consequences?
- How comfortable do team members feel asking questions or questioning the status quo?
- On a scale of 1-10: Where does our team stand in terms of psychological safety? What could we do to improve by one point?
Dealing with loss of trust
A lack of psychological security often leads to a loss of trust in the team, which is exacerbated by clumsy communication or unresolved conflicts. In such cases, it is important to take measures at an early stage. Team coaching can help to improve communication and rebuild trust.
Psychological safety is crucial to the success of your team. It fosters an open, learning-oriented culture that allows you to respond flexibly to challenges. If you would like to work on strengthening psychological safety in your team, I would be happy to offer you a non-binding conversation to discuss how we can promote a healthy team culture together.
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About Sybille Imbach, organizational psychologist
Sybille Imbach is dedicated to helping managers and teams strengthen their emotional intelligence and resilience. With many years of experience as an organizational psychologist, she specializes in sustainable strategies in stress management and team development to promote personal well-being, effective leadership and constructive teamwork. Her expertise combines psychology and coaching in a unique way to create healthy and productive work environments.
When classic tools or self-help books no longer help, Sybille Imbach starts where real change begins: with inner clarification, emotional depth and sustainable self-management.
