Inclusivity and High Performance Begins with Psychological Safety
Inclusivity and High Performance Begins with Psychological Safety
“A workplace where employees believe they can speak up candidly with ideas, questions, and concerns, and even make mistakes without fear of reprisal or adverse repercussions, contributes to inclusivity and can improve performance. In such a work environment, employees feel comfortable asking questions, admitting what they do not know, or expressing their work-relevant thoughts and feelings. This construct is called psychological safety.”
Creating an inclusive and welcoming workplace is a big part of our mission here at SunShower. So I enjoyed this article and the way the author gives concrete actions that each of us can take to create psychological safety for colleagues and employees. We don’t hear enough about how important this is. Our programs like, Ouch! That Stereotype Hurts and Defeating Unconscious Bias go a long way to supporting psychological safety.
The main points from the article:
1. Understand Stereotypes and Preconceptions, and Conduct a Diversity and Inclusion Assessment
2. Empathize and Be Curious
3. Onboard with Intentionality
4. Be Consistent
5. Develop Opportunities for More Interpersonal Interactions
6. The Value of a Diverse Pool of Employees
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