The 4 Stages of Psychological Safety [Book Review]

I’ve learned we were wrong about Psychological Safety.

Find out the The 4 Stages of Psychological Safety.

Here are some key messages from this episode:

  • Why I’m biased about this book
  • Why Psychological Safety is transactional
  • How Psychological Safety can lead to exploitation

Here are some key takeaways from this episode:

The 4 Stages of Psychological Safety

“Psychological safety is a condition in which human beings feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo”

Inclusion is the beginning not the end for Innovation 

“The end goal is to be innovative, productive and creative. Inclusion isn’t the end. It’s the beginning” 

Psychological Safety exists in social units 

“You’re able to participate as a functioning member of the social unit.. this was characterised as a team.. but it could be any social group” 

Here are some resources so you can go deeper:

The 4 Stages of Psychological Safety

Check out these related episodes of the show.

The Fearless Organization [Book Review ]

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences