Psychological Safety is so much more than wellbeing.

When people feel safe to speak-up, take risks, make mistakes and offer constructive challenge, personal and team performance get better, business results improve, and it all happens faster than if we’re feeling uncertain and unsafe.

We all know these truths – intellectually, at least. Yet at a non-conscious level, we don’t quite believe it – as confirmed by such limiting beliefs as:

“I’ll work on psych safety once we’re really performing.”
“I need to focus on business results, not psych safety!”
“Psychological Safety is slow and I don’t have the time.”

These are the thoughts and attitudes that make psychological safety a challenge to embed. They create an impossible (but erroneous) “choice” for the leader, manager and team: psych safety on the one hand; business results on the other.

This is why leadership skill development (alone) is not enough to tackle this challenge. Creating cultural change requires a shift in MINDSET.

Psychological Safety is quick, effective and contributes to performance and delivery. Or, put more simply:

“When people feel safe, they perform.”

Psychological Safety is so much more than simply wellbeing. If in doubt of this, just check out our “Very Sophisticated Diagram”. So, it must be true.