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When trust is absent, people hoard information, avoid risks, and talk about — rather than to — one another. Learn the real value of trust in the workplace.
Research has shown that organizations benefit from diversity of thought.
But what if some team members don’t feel comfortable speaking up? What if they avoid suggesting innovative ideas because they’re worried about rejection?
Our research has found that teams where psychological safety is present have higher levels of performance and lower levels of interpersonal conflict.Â
That lack of psychological safety in the workplace has major business repercussions. First, when people don’t feel comfortable talking about initiatives that aren’t working well, the organization isn’t equipped to prevent failure. And when employees aren’t fully committed, the organization has lost an opportunity to leverage all its talent.
Psychological safety is a shared belief held by members of a team that the team will not embarrass, reject, or punish them for speaking up. It’s about having trust in your leaders and your team.
A psychologically safe workplace begins with a feeling of belonging. Employees need to feel accepted for who they are, including the characteristics that make them different from others. Then, they need to be able to learn and grow by asking questions, giving and receiving feedback, experimenting, and making mistakes.
Psychological safety training in the workplace encourages employees to feel safe using their skills and abilities to make a meaningful contribution. They can speak up and challenge the status quo — and they see their role in making the organization a better place.
By leveraging psychological safety in the workplace training, leaders and team members can learn the skills that promote a psychologically safe culture:
Start shaping a culture of trust at your organization by equipping your team with psychological safety training for leaders. We can deliver our world-class, research-backed psychological safety training and content to them — or you can.
We can equip your facilitators to deliver internal training on how to build psychological safety and trust in the workplace, either online or in person, whichever you prefer:
Let’s talk about how you can leverage this proven leadership program training on psychological safety and trust in a custom internal development initiative
Or, we can incorporate our content on trust and psychological safety training as part of a larger leadership development initiative for your organization:
Combine with other topic modules and interactive experiences into a customized learning journey for your leaders
Our highly personalized leadership programs prepare leaders to address common challenges with creating psychological safety
Organizations who have partnered with us to build trust through psychological safety in the workplace training consistently tell us the same thing: their experience with CCL made a significant impact on their culture — and their bottom line.
But don’t just take our word for it — take theirs.
Through our work with a pharmaceutical client, our facilitators sought to create a psychologically safe environment for participants, which research has shown to be critical for high-performance teams. Senior executives were frequently present during the face-to-face experience, but facilitators designated parts of the program for participants and facilitators only to create psychological safety and foster candid discussions.
Honing Leadership Skills for High-Potential Leaders of Color
“Important information. I work towards creating Psychology Safety at my office. It’s not always an easy road, but worth it.”
Virtual Session Attendee
Our experts are here to help. Let’s have a conversation about psychological safety in the workplace training and how our content could help support your development initiatives.
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Package our research-backed psychological safety workplace training content with other proven leadership development topics and solutions for a customized, scalable solution perfect for your organization’s unique needs, context, and culture. Related topics include:
