Season 3 Episode 6: How to Create a Culture of Psychological Safety On Teams?
Play • 17 min

In Season 3 of the The Drink Like a Lady Podcast, we are focusing on what we learned from the pandemic and where the growth opportunities are. This as the conversation turns to recovery. In Episode 6, we will be discussing the most inviting of leadership skills for the post-pandemic —creating PSYCHOLOGICAL SAFETY for employees.

The benefits of creating psychological safety is agile teams and the ability to adapt quickly.  

IDENTIFY BURNOUT

Signs of “burn out” include

  1. Becoming more cynical with time
  2. Everything that occurs gets to be a big deal or seems to be a big deal.
  3. Feelings of uselessness or not purposeful are discussed openly.
  4. Depression and anxiety are now commonplace and identifiable.
  5. Excessive use of alcohol and drugs becoming more recognizable
  6. Haven’t use their time off, vacation, or taken sick days when needed

 NEXT STEPS: Create the right climate for open-minded thinking

  1. Developing positive mindsets. Create safety in risk taking
  2. Role model behaviors such as compassion, respect, and support – starting with the individual.
  3. Positive team climate is the #1 driver of psychological safety and occurs when leaders demonstrate supportive, consultative behaviors, and then this is when the real power of leadership folds into the mix of management and leadership.  
  4. A shift In leadership style that work is key: The traditional command and control leadership is no longer key to success. In fact, this form of style is detrimental to psychological health and well-being.

Here are some key metrics on the positive relationships of leadership behaviors and their outcomes:

  1. Authoritative Leadership- -.08% impact
  2. Consultative Leadership- +.54% impact
  3. Supportive Leadership- +.33% impact 

6. Using a combination of the consultative and supportive leadership styles shows that the POSITIVE TEAM CLIMATE impact is +.77%

  1. Consultative leadership solicits input and considers the teams views on issues that affect them.
  2. Supportive leadership has an indirect effect by helping to create a positive team climate, ie “What do you need to meet the objectives set out for you?"

All of these behaviors encourage team members to support one another…mirroring the executive leadership’s behaviors. It all starts with a catalyst…and that is from the top down.

 YOU are or can be that catalyst!

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