![\"\"](\"\/ombuds\/files\/2010\/02\/painting-636x424.jpg\")
<\/p>\n<\/p>\n
“Low levels of psychological safety can create a culture of silence. They can also create a Cassandra culture \u2013 an environment in which speaking up is belittled and warnings go unheeded” <\/span><\/i>-Amy Edmonson <\/span><\/p>\n Psychological Safety<\/span><\/b>\u00a0<\/span><\/p>\n In a psychologically safe workplace, employees are confident in their ability to speak up, ask questions, and raise concerns without fear of being shamed or punished. The psychologically safe workplace is one in which interpersonal fear is decidedly unwelcome.\u00a0 Many research studies have shown that psychologically safe work environments contribute to better team decisions, performance, effectiveness, and learning.<\/span><\/i>\u00a0<\/span><\/p>\n Harvard Business School professor, Dr. Amy Edmondson <\/span>defines psychological safety<\/span><\/a> in the workplace as <\/span>\u201ca shared belief that the team is safe for interpersonal risk taking.\u201d<\/span><\/i><\/b> \u00a0 According to Dr. Edmonson, \u201cthe concept is not the same as \u201cgroup cohesiveness,\u201d which can \u201creduce willingness to disagree and challenge others’ views, such as in the phenomenon of groupthink.\u201d\u00a0 Moreover, the term is not meant to suggest \u201ca careless sense of permissiveness\u201d or \u201can unrelentingly positive affect.\u201d Instead, <\/span>psychological safety is the sense of confidence that the team will not embarrass, reject, or punish someone for speaking up. This confidence stems from mutual respect and trust among team members\u201d. –<\/span><\/i><\/b>Amy Edmonson<\/p>\n Helpful Links<\/strong><\/p>\n\n
\n
\n
<\/ul>\n
\n
\n
\n