Amy Edmondson's framework for psychological safety refers to a work environment in which employees feel comfortable taking risks, asking questions, making mistakes, and expressing their opinions without fear of being criticized or punished. Edmondson is a Harvard Business School Professor who has done extensive research on team dynamics and organisational culture.
According to Edmondson, psychological safety is an important predictor of team performance and innovation. Teams with high levels of psychological safety are more likely to collaborate effectively, share information, and take calculated risks. In contrast, teams with low levels of psychological safety are more likely to experience conflict, withholding information, and decreased creativity.
Edmondson's framework for psychological safety identifies several key elements, including:
Trust: Team members trust one another and feel confident that they will not be punished for expressing their opinions or making mistakes.
Inclusiveness: The team is inclusive, with all members feeling valued and respected, regardless of their background, experience, or expertise.
Open communication: The team communicates openly and transparently, with all members feeling free to express their opinions and ideas.
Supportive leadership: Leaders model the behaviours and attitudes necessary for psychological safety and support the development of a safe and supportive work environment.
By creating a work environment that fosters psychological safety, organisations can improve team performance, increase innovation, and enhance employee engagement and satisfaction.