When leaders formulate psychological safety, teams, and organizations progress through 4 subsequent stages, explains Dr. Timothy R. Clark, founder and CEO of global leadership training organization LeaderFactor.
The 4 Stages model outlines how psychological safety manifests and evolves within a team. It highlights that psychological safety is not simply “on” or “off” but is a difficult, multi-layered dynamic that varies as the team progresses.
What is “psychological safety”?
Psychological safety at work lies in the ability of leaders to create an environment where employees feel included and inspired to contribute their best ideas, without being afraid of retaliation, punishment, or humiliation, according to Dr. Timothy R. Clark.
1. Inclusion Safety – Members feel secure in belonging to the team. They are comfortable being present, do not feel banned, and feel like they are wanted and respected.
2. Learner Safety – Members are able to learn by asking questions. Team members here may be able to test, make (and admit) small mistakes, and ask for help.
3. Contributor Safety – members feel safe to donate their own ideas, without fear of embarrassment or insult. This is a more challenging state because volunteering your own ideas can grow the psychosocial vulnerability of team members.
4. Challenger Safety – members can question others’ (including those in authority) ideas or offer significant changes to ideas, plans, or ways of working.
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