Manager: “We need more psychological safety in the team”
Me: “How much more do you need?”
Manger: <silence>
Many think of psychological safety as something binary - it is either present or not.
The reality is that this changes over time and circumstances.
Timothy R. Clark concept of the four stages of psychological safety is very helpful when discussing psychological safety.
Clark outlines how psychological safety matures through four stages, each building on the previous one.
𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗦𝗮𝗳𝗲𝘁𝘆: The foundation where individuals feel accepted and included.
𝗟𝗲𝗮𝗿𝗻𝗲𝗿 𝗦𝗮𝗳𝗲𝘁𝘆: People feel secure enough to ask questions and seek feedback without fear.
𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗼𝗿 𝗦𝗮𝗳𝗲𝘁𝘆: Individuals apply their skills and knowledge, contributing to the team's success.
𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝗿 𝗦𝗮𝗳𝗲𝘁𝘆: The most advanced stage, where people feel empowered to question and innovate.
Rather than asking if psychological safety is present, teams should explore which stage they are in.
A helpful exercise is to present Clark's model and have team members indicate where they believe the team operates 𝘮𝘰𝘴𝘵 𝘰𝘧 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦.
The key here is "most of the time."
Teams will fluctuate along the continuum depending on the topic and context - but most have a default setting.
Discuss the results. Reflect on what could be possible at the next stage.
Consider if the sense of safety varies within the team.
What do we need to let go of to move forward?
Understanding and discussing these stages can help teams grow and create a more supportive and dynamic environment.