Psychological safety is an important factor in building team dynamics, team productivity, and team innovation. It is often defined as a condition where individuals feel included, and safe to learn, contribute, and challenge the status quo without fear of negative repercussions. In other words, employees will not have the fear of embarrassment whenever they are about to voice their ideas. With psychological safety in the team, there are learning processes and also create a safe environment and learning environment, too.
However, there’s also a stage to Psychological Safety. Let’s check what stage your team is at!
4 Stages of Psychological Safety
Timothy R. Clark outlines this framework in his book “The 4 Stages of Psychological Safety,” which describes a progression through four distinct stages:
Inclusion Safety Stage
This is the first stage where team members feel genuinely accepted, valued, and heard within the group. It’s also the same as the foundational stage which decides it will create a supportive environment or an unsupportive one.
The inclusion safety stage emphasizes the importance of belonging, where individuals are welcomed into the team. It is not merely about physical presence; it involves emotional acceptance and respect among each other, allowing members to be their authentic selves without fear of marginalization or rejection. This creates a strong company culture and safe work environment.
Let’s take an example. Imagine a new employee, A, joining a new team. In their first week, team members make an effort to introduce themselves, including A in lunch outings, and encourage them to join group discussions. By organizing an informal team gathering, the team further signals to A that they are valued and included, which helps them feel comfortable and part of the team.
This sense of belonging is very important to plant before Alex can fully engage or contribute to the team’s objectives.
The key characteristics of the inclusion safety stage include:
- Genuine belonging and acceptance.
- Freedom to share perspectives.
- Feeling valued for one’s contributions.
Learner Safety Stage
Culture of innovation is a must in every company – which is why, the learner safety stage is important. This stage allows team members to learn and experience the learning process without fear of making mistakes or asking questions.
This type of environment encourages experimentation and curiosity, recognizing that errors are part of growth rather than failures. In this stage, team members are more motivated to explore new ideas and approaches, thus enhancing culture of innovation.
Here’s an example: During a project meeting, B, the new junior engineer, feels comfortable asking questions about a technical issue they’re unfamiliar with. Rather than reacting critically, the team’s lead, C, responds with encouragement, explaining the concept in detail and even suggesting additional resources that might be additional help for B. B then feels reassured that it’s safe to ask for help and learn from others without fear of being judged.
The key characteristics of the learner safety stage:
- Encouragement to ask questions and experiment.
- Acceptance of mistakes as learning opportunities rather than failure.
- Support for personal and professional growth.
Contributor Safety Stage
In the contributor safety stage, team members feel empowered to utilize their skills and expertise fully. This makes them a contributor fully, compared to the previous stages. This stage reflects a level of trust where team members can take on greater responsibilities and demonstrate their capabilities autonomously, creating a sense of trust, independence, and authority. It also creates a culture of trust in the company.
For example: D, a senior analyst, has been on the team for a few years and has developed expertise in data analysis. When the team starts a new project, D is given the autonomy to decide on the analytical approach and present their findings. The team trusts D’s expertise and experiences. This trust from the team members allows D to maximize their contribution and feel empowered, knowing that their skills are recognized and valued.
The key characteristics of the contributor safety stage:
- Ability to actively participate and contribute to the team.
- Trust in each team member’s competencies.
- Greater responsibilities are assigned based on demonstrated skills.
Challenger Safety Stage
The final stage, challenger safety, represents the highest level of psychological safety. Here, team members feel free to challenge existing norms, propose innovative ideas, and voice dissenting opinions without fear of reprisal. This stage is essential for fostering an environment conducive to innovation, as it allows for healthy debate and critical thinking.
For example: E, a marketing specialist, notices that a long-standing strategy isn’t yielding the results it used to. Instead of keeping quiet, E feels comfortable raising the issue with the team members or leader and suggesting an alternative approach, even though it goes against the status quo. The team leader listens carefully, asks questions to understand E’s perspective, and, after some discussion, decides to apply the new approach.
By fostering challenger safety, the team not only feels more open to change but is also positioned to drive continuous improvement and innovation, creating an environment where members can speak up their ideas without fear.
The key characteristics of the challenger safety stage:
- Freedom to challenge the status quo
- Encouragement for critical thinking and open dialogue
- Safe environment for proposing radical ideas
Summary
- Inclusion Safety: Fosters belonging and acceptance.
- Learner Safety: Promotes curiosity, growth, and a learning culture.
- Contributor Safety: Encourages ownership and trust in one’s skills.
- Challenger Safety: Enables innovation through the freedom to question and challenge.
These four stages build upon each other; team members must feel secure in each previous stage before they progress to the next. By understanding these stages, leaders can cultivate an environment that not only enhances individual well-being but also drives organizational success.