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4.2 Discussion Responses
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RESPOND TO THE FOLLOWING DISCUSSIONS WITH 250-300 WORDS.
4.2
Latanya
My understanding of psychological safety is when a company gives its employees a safe place to voice their concerns and ideas without feeling ashamed and embarrassed. When it comes to education, our leaders act the way they do because they have state mandate guidelines that we have to follow regardless of whether we like it. So most of it does not come from them. It comes from the Indiana Department of Education (IDOE). Things have to be enforced to provide education and meals to the students we serve. As followers, I notice we can get passionate about our students and careers. However, the decisions are sometimes what is best for our kids. Now their delivery can be off, but who knows how long they have had the information, and most leaders in my organization do not lead with emotions. They want you to get it done. Team teammates’ psychological safety can affect motivation within the organization when they do not speak up in challenging conversations or owning their truths.
I recently felt like I could not have this conversation. I know I deserved more than a 3% raise. This is for our new school contract for the 22-23 school year. I believe that when people go over and beyond the extent of their duties. It would be best if you compensated correctly. Do not give hard-working employees the same raise as those on a performance plan. So I had to have that conversation in order to gain clarity. The things that I need to do to foster more excellent psychological safety would be to speak up sooner and not let my irritation and frustration boil underneath. If anything, my face speaks before my mouth does. It requires me to have a better poker face, especially going into leadership.
Mary
Psychological safety means everyone is comfortable voicing different opinions, raising the red flag when something seems wrong, and admitting mistakes without fear of reprimand. There will be no attack on one’s self-esteem or embarrassment (Maxwell, 2020). Leaders who cultivate open communication with their teams will have higher producing teams because they feel free to be themselves, and to learn from their mistakes. Diversity and inclusion are initiatives important to many organizations today, and candor, creativity, and speed are all components of successful programs (Edmondson & Hugander, 2021).
I have only worked one job where there was no psychological safety. It was completely dysfunctional. I only stayed with them for five months. In the short period I was there, thirteen people left. The office was only twenty-five people large. The organization’s leader was a family patriarch and very much believed in the old style of management where what he said goes. There was no questioning his decisions or innovating things with new ideas. I soon left that job for the one I am with today and have been for seventeen years. It is very much an environment where we are expected to actively participate with leadership in reaching organizational goals. Awards are given for innovative ideas. Mistakes are forgiven because that is how people learn the best. My firm was recently ranked in Forbes Top 100 Companies to work for and I am sure that psychological safety plays a huge part in that ranking. My team knows they can come to me when they have messed something up and need to fix it. They know it will not be held against them. They also know that my interest is in developing them into leaders within their roles. I want them to succeed. And I want them to reach their potential.
References
Edmondson, A., & Hugander, P. (2021, June 22). 4 Steps to Boost Psychological Safety at Your Workplace. Harvard Business Review. https://hbr.org/2021/06/4-steps-to-boost-psychological-safety-at-your-workplace
Maxwell, A. (2020, September 24). Psychological Safety – Creating Healthy Workplaces. mindfool.com. https://themindfool.com/psychological-safety/
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