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PSYCHOLOGICAL SAFETY is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It’s about being able to act and engage in a team without fear of negative consequences.
It Is all about:
● A Team leader recognizes the differences between individuals
● Having a safety net where one individual can freely share thoughts and ideas
● When a Team leader wants to preserve the alignment of the team, rewarding VULNERABILITY
● Moving from exclusion (I don’t feel safe in this team being myself) to INCLUSION
"I had the opportunity to work with Oscar Gimenez as an organizational development consultant. I consider him to be one of the best professionals in his area. He stands out for his commitment, systemic vision (which allows him to see beyond what happens with the naked eye in work teams), and very high customer orientation. I recommend his work as a consultant, coach, and teacher"
María Alejandra Rojas Jaeger, Senior OD Consultant
Create a culture of inclusion, resilience, and growth mindset.
PSYCHOLOGICAL SAFETY BY NUMBERS
High-trust, psychological-safe environments drive productivity, innovation, and revenue.
67% higher probability that employees will apply a newly learned skill.
50% higher productivity.
27% reduction in turnover.
57% more likely to collaborate.
76% more engagement.
40% less burnout.
13% fewer sick days.
26% mayor preparación de habilidades.
29% more satisfaction with their lives.
74% less stress.
Leaders model and respond positively. Encourage learning when things go wrong and embrace failures as opportunities.
Are your teams in danger mode or in a safety mode?
● Employees are afraid to admit their mistakes and are afraid to point them out.
● When there is a failure, the first thing is to blame someone.
● Employees don’t often venture outside of their job descriptions to support other teammates.
● The conversations are difficult because they have a hard time sharing different points of view.
● There are hardly any disagreements or differing points of view.
● In the team, there is a fear of speaking out for fear of being punished by the leaders.
● Inclusion is a weak practice in team dynamics.
● Diversity is bypassed: we are all the same when in reality we come from different cultures.
● Employees don’t know one another personally, just professionally.
"I totally recommend your programs. If you are looking to achieve your goals, the tools that Professor Oscar will provide you will be essential. His sessions have played a very important role in my personal transformation process. Thanks to the tools he has shared, I am learning to feel safer and calmer when facing life's challenges "
Rafael Alvarez Risquez, Director at Espacio con Valor
● Team members should feel comfortable asking questions, experimenting, learning from each other’s mistakes, and looking for new opportunities.
● Employees feel comfortable up to mistakes.
● Team members should be encouraged to speak up and expose problems.
● Employees faces front to difficult conversations and hot-button topics.
● Executives and team leaders tend to encourage meeting discussions.
● Feedback is frequently given or requested.
● Employees ask one another for help when they need it.
● It is safe to take a risk at work.
● Employees feel valued and included.
● Everyone should know that their experience and ideas matter equally, regardless of their title or rank.
● Members should be comfortable contributing to the group.
"I had the opportunity to work with Oscar Gimenez as an organizational development consultant. I consider him to be one of the best professionals in his area. He stands out for his commitment, systemic vision (which allows him to see beyond what happens with the naked eye in work teams), and very high customer orientation. I recommend his work as a consultant, coach, and teacher"
María Alejandra Rojas Jaeger, Senior OD Consultant
Create a culture of inclusion, resilience, and growth mindset.
How do we do Psychological Safety at work?
Our process is a flexible framework that adapts, evolves, and responds to your needs. Our method takes 90 days and is tailored to each company. Every organizational culture is different and needs special attention.
The baseline
The first step is researching and understanding the particular culture regarding psychological safety. That is the baseline over which we will work.
Growing on Psychological Safety
The second step combines the most proven methodologies to work with teams and individuals by training and coaching.
Measuring changes
The third step is measuring and finding the true moment by comparing it the with baseline line.
We will design a plan based on your current journey, and will support you with a proven methodology based on behavioral science, systemic and neurolinguistics approaches, and mindfulness practice.
Create a culture of inclusion, resilience,
and growth mindset.
Want to increase Psychological safety in your company?
Complete the form below and receive an aswer within 2 days!