Navigating the Return of a Psychologically Safe “Normal"
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Good day, Driven people,
As someone who has had the privilege of assisting leaders in group psycho-education, I've recognized a pressing need: the need to create a psychologically safe environment and rebuild trust in a world where moral injury has been rampant during the pandemic. This need extends not only to my leadership clients but also to the cycling community, which consists of many individuals balancing their 9-to-5 jobs alongside their passion for endurance sports.
These past few months have been challenging, and for many, they continue to be. Many of us turned to outdoor activities and physical wellness during the pandemic, with the cycling industry experiencing a significant surge. But now, as many are being called back to the office, there's a sense of returning to the old norm. However, there's a significant argument for maintaining the hybrid work approach, as working remotely proved effective. Click here for our podcast episode on Trust
Are we back yet?
In the world of content creation, I've observed a decline in the frequency of new episodes on both YouTube and podcasts. The "new normal" is gradually being replaced by the "old normal," and there's a hint of denial in expecting our teams to maintain the same output as before, which can lead to burnout. Burnout is a covered topic in my practice, helping people recognize its symptoms and encouraging them to seek support from healthcare providers.
However, where trust once thrived, suspicion and wounds have taken hold. Many of my clients have shared that they haven't felt seen or heard as human beings by their immediate leaders. So how can leaders address this mistake and work toward a solution? One of the key tools in this process is Psychological Safety.
Burnout is often linked to being overworked and placed under unsustainable circumstances in the culture of work perspective it happens when an employee has lost a healthy relationship with the organization. This includes high workloads, tight deadlines, toxic work cultures, an unbalanced work-life dynamic, and an inability to meet organizational goals due to overwhelming pressure.
Psychological Safety is a concept coined by Timothy R. Clark as "a condition in which you feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo – all without fear of being embarrassed, marginalized, or punished in some way." It's about creating an environment where individuals can be their authentic selves at work without fear of judgment or retribution.
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Have you ever felt like you're constantly in survival mode at work, using precious energy to navigate a psychologically unsafe environment? In a psychologically safe environment, you can thrive, make mistakes, and learn from them. However, showing integrity and authenticity can be challenging when psychological safety is lacking. This is where great leaders come into play. Many people who get stuck at this moment tend to do two things: 1) look upwards to senior leadership and see a gap between the policy/mission statements and do nothing because it’s not modelled by the organization/leadership. Or, 2) Avoid and start counting the days until retirement. But that isn’t how driven people are wired and here’s knowledge I think is useful to start moving the needle in the right direction. But before please consider that…
As driven individuals, you have the potential to lead or you already do. If you want the real people at work to show up and contribute in a psychologically safe manner.
Amy C. Edmonson, a notable researcher in this area, has identified several key aspects of fostering psychological safety:
Setting the stage:
Framing the work: Clarify the nature of the work, the level of uncertainty, and the importance of learning from failures.
Emphasizing Purpose: Articulate why your work matters and the impact it makes. Step to consider: Would your team know your mission statement? If not, consider re-writing it in a way that resonates with just you (or a team of consultants you hired to write it for you). If your team can name your mission statement you’re on the right track!
Inviting participation:
Situational Humility: Communicate that you don't have all the answers and that everyone can learn more.
Proactive Inquiry: Ask meaningful questions, listen actively, and encourage a culture of curiosity.
Systems and Structures: Create frameworks for systematically collecting ideas and concerns, fostering open dialogue.
Responding Productively:
Express Appreciation: Listen thoughtfully and acknowledge the value of shared ideas and questions. Step to consider: Little gestures go a long way here it’s time to let go of the cliché “pizza Fridays”… unless the pizza is to celebrate Jane and I would enquire what her favourite pizza is.
Destigmatize Failure: Celebrate intelligent failures and turn bad news into positive experiences. Step to consider: One area often missed is to express appreciation toward an employee who sets healthy work-life balance boundaries.
Sanction Clear Violations: Clearly define boundaries, and respond decisively to transgressions to influence future behavior. Steps to consider: if an employee or team member is violating the rules of engagement we must show our team that we are willing to protect psychological safety by redirecting the conversation towards our goal. (Remember that it’s okay to challenge but the goal is to be civil and in pursuit of excellence as a team that focuses on learning from our mistakes).
(Need inspiration on how to keep calm with close ones and colleagues check out our role play in Episode 4 of Overcome Café: DM a therapist by clicking here)
Many people naturally excel in one or two of these areas, but great leaders consistently demonstrate competence in each aspect. In a world where trust has been eroded, rebuilding it is crucial, and psychological safety provides hope in our way forward.
As driven individuals, you can lead by example and contribute to the creation of psychologically safe environments, both in your professional lives and within your cycling and wellness communities. The road to recovery begins with authenticity, curiosity, and fostering a culture of continuous improvement.
In the comments, please share which aspect of creating Psychological Safety you feel most confident about.
Keep pushing forward,
LP👊
PS: If you’re interested in joining our Overcome Café Conversations: Men’s Edition feel free to email us at: lplandry@overcomeapathy.com or click here for more info.
PPS: Not ready for a group yet but want personalized help? Click here for a one-on-one with LP.
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