It is not about becoming “comfortable” at work. Psychological safety is not an “anything goes” environment where people are not expected to adhere to high standards or meet deadlines. Psychological safety is not about lowering performance standards One way to put this is that trust is about giving others the benefit of the doubt, and psychological safety relates to whether others will give you the benefit of the doubt when, for instance, you have asked for help or admitted a mistake. Trust pertains instead to whether Christina believes the doctor can and will do the right thing for patients. For example, when Christina fails to ask a physician about a medication she believes might be warranted, she is worried about the immediate consequence of asking her question-the risk of being berated or humiliated. Whereas trust describes an expectation about whether another person or organization can be counted on to do what it promises to do in some future moment, the psychological experience of safety pertains to expectations about immediate interpersonal consequences. Or, to illustrate trust in an organization, you might trust a particular company to uphold high standards.įurther, psychological safety describes a temporally immediate experience. For instance, you might trust one colleague but not another. Trust, on the other hand, refers to interactions between two individuals or parties trust exists in the mind of an individual and pertains to a specific target individual or organization. People working together tend to have similar perceptions of whether or not the climate is psychologically safe. A key difference is that psychological safety is experienced at a group level.
Psychological safety is not just another word for trustĪlthough trust and psychological safety have much in common, they are not interchangeable concepts. In a psychologically safe climate, people will offer ideas and voice their concerns regardless of whether they tend toward introversion or extroversion. This is because psychological safety refers to the work climate, and climate affects people with different personality traits in roughly similar ways. However, research shows that the experience of psychological safety at work is not correlated with introversion and extroversion.
They might have previously concluded that people don’t speak up at work because they’re shy or lack confidence, or simply prefer to keep to themselves. Some have interpreted psychological safety as a synonym for extroversion.
Psychological safety is not a personality factor In contrast, psychological safety is about candor and willingness to engage in productive conflict so as to learn from different points of view. In a related vein, psychological safety does not imply ease or comfort. Nice, in short, is not synonymous with psychologically safe. In many companies in which I’ve consulted or conducted research, I’ll hear a variation of the following: “We have a problem with ‘ Nice’.” They go on to describe the common experience of being “polite” to one another in meetings, only to disagree later when people talk privately in the hallway, along with a tendency to not actually implement that which was discussed in the meeting.
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