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Incorporating Psychological Safety as a Manager

Creating a Culture of Rewarded Vulnerability

Welcome to Culture by Design

  • Introduce speaker and topic
  • Highlight importance of psychological safety as a manager
  • Recap previous episode on management fundamentals
  • Discuss aspirations for today's conversation

Defining a Manager

  • Responsibility for leading and administering a part of an organization
  • Achieving goals and objectives through resource management
  • People are the most valuable resource in an organization
  • Importance of managing both technical and cultural competence

The Gap: Essential vs. Actual

  • Survey reveals 89% of leaders see creating a safe and respectful workplace as essential
  • Only 15% of managers actually create a psychologically safe work environment
  • Significance of the knowing-doing gap
  • Urgency in bridging the gap and embracing psychological safety

Misconceptions about Psychological Safety

  • Psychological safety is not a shield from accountability
  • It is not coddling or preventing personal growth
  • Not consensus decision-making or unearned autonomy
  • It is not driven by political correctness or empty rhetoric

Setting Clear Expectations

  • Define psychological safety and its role in the team
  • Establish red and blue zones for behavior
  • Clearly communicate expectations for professionalism
  • Create a foundation for accountability and clarity

Enforcing Expectations

  • Identify existing cultural liabilities that need to be addressed
  • Unlearn outdated norms and replace them with desired ones
  • Consistently hold individuals accountable to the established expectations
  • Cultivate a culture of respect and adherence to norms

Living the Expectations

  • Lead by example and model the desired behavior
  • Practice emotional intelligence and humility
  • Demonstrate active listening and open-mindedness
  • Handle moments of truth with composure and empathy

Rewarding the Vulnerability of Others

  • Create a culture of rewarding vulnerability
  • Understand what is vulnerable for each team member
  • Effectively respond to feedback and questions
  • Actively encourage and appreciate acts of vulnerability

Conclusion

  • Summarize the importance of psychological safety in leadership
  • Highlight the need to bridge the gap between knowing and doing
  • Promote the urgency of creating and sustaining psychological safety
  • Empower managers to be cultural architects of their teams

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