Psychological Safety: The Four Levels

High-performing teams need psychological safety, which refers to an environment where team members feel comfortable being themselves, speaking up, and taking risks without fear of negative consequences. When team members feel psychologically safe, they are more likely to:

1. Participate actively in discussions and decision-making processes.

2. Share ideas and perspectives openly and honestly.

3. Take calculated risks and try new approaches.

4. Offer constructive criticism and feedback.

5. Collaborate effectively and work well together.

A lack of psychological safety can stifle creativity, limit employee engagement, and negatively impact team performance. Teams with a high level of psychological safety are more likely to be innovative, productive, and successful. Leaders can foster psychological safety in their teams by creating a culture of trust, respect, and openness, and by actively encouraging open communication and risk-taking.

There are four levels of psychological safety commonly used to describe the various stages of psychological safety in a team. Each level builds on the previous one. It is important for a team to strive for all four levels to achieve a high level of psychological safety. Additionally, it's not a one-time achievement, but rather a continuous process that requires ongoing effort and commitment from all team members and leaders.

 The Four levels of psychological safety are:

1. Inclusion - At this level, team members feel included and accepted as part of the team. They feel comfortable sharing personal information and building relationships with their colleagues. This level of psychological safety is essential for building trust and fostering a sense of belonging within the team.

1. Learner - At this level, team members feel comfortable asking questions and admitting when they don't know something. They feel safe to take risks and try new things without fear of failure or punishment. This level of psychological safety is important for learning, growth, and innovation within the team. Team members should be able to express their curiosity, admit their mistakes, and learn from them without fear of being judged. They should be open to feedback and willing to try new approaches.

2. Contributor - At this level, team members feel comfortable sharing their ideas and opinions. They feel safe to speak up and contribute to decision-making and problem-solving. This level of psychological safety is important for the team's performance and productivity. Team members should be able to express their thoughts, share their knowledge and skills, and contribute to the team's goals without fear of rejection or ridicule. They should also be able to speak up when they disagree with the team's direction and provide constructive feedback.

3. Challenger - At this level, team members feel comfortable challenging the status quo and suggesting new ideas and perspectives. They feel safe to challenge assumptions and push for change within the team. This level of psychological safety is important for continuous improvement and adaptability within the team. Team members should be able to question the status quo, share new ideas and perspectives, and push the team to think differently and improve.

Pam Jackson, PhD, an organizational and individual behavioral economist based in Dubai, United Arab Emirates, and serving clients globally, designs and delivers corporate training and coaching for building high-performing teams, including topics such as diversity, inclusion, equity and belonging; communicating effectively; leadership at any level; and psychological safety. Contact her team to learn more and to book your training, which can be delivered online or in person.