The hottest Psychological safety Substack posts right now

Two things must be true for someone to take advantage of an open-door policy: self-confidence and psychological safety.
Psychological safety in a team means feeling okay to take risks, express ideas, ask questions, and admit mistakes without fear of negative consequences.
To build a psychologically safe environment, leaders can practice candidness, sharing mistakes, inclusive language, encouraging team input, and teaching team members to grow.

Psychological safety is crucial for team success, more than individual skills or composition.
Google's Project Aristotle highlighted the importance of emotional intelligence and interpersonal skills in successful teams.
Data-driven decision-making is essential, but human elements like trust and open communication are critical for team success.

The Stinky Fish exercise is a tool to help teams surface worries and fears in a safe space, promoting open dialogue and confronting concerns.
The exercise, rooted in cognitive behavioral therapy, can be used at the start of projects to create psychological safety in the team.
Steps include providing context, allowing team members to jot down 'Stinky Fish', sharing in a circle, and emphasizing the value of open communication for team success.

Trust in teambuilding activities should be genuine, not forced.
Teambuilding activities alone are not enough to build long-term trust; a foundation of trust must be established first.
The Temple of Trust requires integrity, credibility, and vulnerability to be built and maintained.

Intellectual friction is essential for learning and growth in relationships.
Freedom at work involves more than just choosing where to work; it's about deciding your purpose, people, and priorities.
Psychological safety in the workplace matters for speaking up and building a culture of voice over silence.

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Psychological safety is crucial for a healthy work environment, where individuals feel free to voice ideas, questions, and concerns without fear of punishment.
Creating psychological safety is a shared responsibility between leaders and employees, with leaders modeling behaviors and reframing challenges as learning opportunities.
To foster psychological safety, individuals can embrace curiosity, cancel blame, focus on collaborative problem-solving, and ensure everyone feels heard and valued.

When making career choices, prioritize who you want to become over what you want to achieve.
Psychological safety in organizations is not about being relaxed, comfortable, or nice - it's about fostering a culture of respect, trust, and openness.
To boost happiness, consider spending money to save time and making time-saving habits like canceling a meeting each week.

Teams need psychological safety to thrive, where members can be open, vulnerable, and embrace failure as part of learning.
The Festival of Failure is a ritual that helps teams create closeness and trust by sharing past mistakes, normalizing failure as a learning opportunity.
Acknowledging and discussing failure openly in a team can boost resilience, courage, humility, and empathy among team members.