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In his new book, “Safe to Great – The New Psychology of Leadership,” Skip Bowman asserts that Psychological Safety is not just a catchphrase, but a cornerstone for growth and exceptional outcomes.
Bowman’s seven-year exploration through the Growth Mindset Leadership 360 uncovers behaviors that either foster or hinder psychological safety within teams.
The Core of Psychological Safety
Amid the intricate interplay of leadership and organizational dynamics, the notion of psychological safety emerges as a decisive factor.
This concept, crystallized by Skip Bowman’s work, spotlights the importance of cultivating an environment where team members feel secure, valued, and empowered.
Beyond being a mere buzzword, psychological safety stands as a driving force, shaping team dynamics, driving innovation, and enhancing overall productivity.
Decoding Leadership Behaviors
Bowman’s research through the Growth Mindset Leadership 360 delves into leadership behaviors and their profound influence on psychological safety.
The insights garnered offer valuable guidance to leaders, identifying behaviors that require cessation and those that warrant adoption.
Armed with this knowledge, leaders can shape a workplace culture conducive to psychological safety, creating an atmosphere where individuals flourish and contribute meaningfully.
Detrimental Behaviors Undermining Psychological Safety
Within this leadership-psychological safety paradigm, Bowman’s research highlights behaviors that leaders should relinquish to foster growth-conducive environments:
1. Setting Unattainable Standards
While striving for excellence is admirable, leaders must refrain from imposing unattainable goals that trigger anxiety and apprehension. Unrealistic expectations can stifle creativity and impede psychological safety when they become excessively demanding.
2. Avoiding Conflict Resolution
Leaders who sidestep conflict resolution inadvertently nurture an environment where tensions persist. Unresolved conflicts can escalate into more profound issues, eroding trust and openness and hindering the establishment of psychological safety.
3. Neglecting Social Dynamics
Effective leadership necessitates adept social skills. Leaders grappling with approachability, trust-building, and consistent communication inadvertently corrode psychological safety. A leader who remains distant inhibits team members from sharing their ideas and concerns without reservation.
4. Being Unpredictable
Consistency forms the bedrock of psychological safety. Leaders who exhibit unpredictable behavior or mood swings breed an environment of uncertainty. Such unpredictability may dissuade team members from expressing their opinions due to fear of adverse reactions tied to the leader’s capricious demeanor.
Cultivating Behaviors Nurturing Psychological Safety
Complementing the above, Bowman’s research outlines behaviors that leaders should actively adopt to foster psychological safety:
1. Encouraging Open Dialogue
Leaders should provide platforms where team members can express themselves without fear of retribution. Welcoming diverse perspectives cultivates trust and mutual respect, creating an environment where psychological safety can flourish.
2. Embracing Constructive Conflict
Leaders play a pivotal role in demonstrating that conflicts can foster growth. Encouraging open discussions around differing opinions fosters an environment where team members can voice concerns without fearing negative consequences.
3. Developing Interpersonal Skills
Effective leaders invest in honing their interpersonal skills. Approachability, active listening, and empathetic communication create an environment where team members feel valued and understood, strengthening psychological safety.
4. Fostering Predictability
Consistency in behavior and decision-making is crucial. When team members can anticipate their leader’s response, they are more likely to take risks, share ideas, and fully engage in their work.
5. Managing Workload and Upholding Commitments
Leaders who actively manage workload distribution prevent burnout and bolster trust. Upholding commitments and delivering on promises enhances credibility, reinforcing the bedrock of psychological safety.
The Role of Social Dynamics
In this context, it’s noteworthy that social differences, especially hierarchical structures, can significantly impact psychological safety.
Leaders must recognize that rigid hierarchies hinder open communication and impede the free exchange of ideas, thus undermining psychological safety.
Navigating Unconscious Biases
One of the most intricate challenges lies in how leaders unconsciously respond to different, critical, or unique ideas, especially from lower-status team members.
Mastering body language, physical movements, and tone of voice are central elements in discovering and rectifying these negative habits.
Becoming aware of such unconscious biases demands vigilance and a willingness to transform responses into opportunities that bolster psychological safety.
Skip Bowman’s insightful findings, channeled through the Growth Mindset Leadership 360, illuminate the intricate interplay between leadership behaviors and psychological safety.
As “Safe to Great – The New Psychology of Leadership” emphasizes, the journey to excellence begins with nurturing psychological safety.
By integrating the lessons extracted from this research, leaders embark on a transformative path that empowers teams to transcend limitations and realize their fullest potential.
Today, psychological safety is more than a concept; it’s the cornerstone of a thriving organizational culture that values innovation, resilience, and collaboration.
Author of Safe2Great, keynote speaker on psychological safety and growth mindset