Psychological Safety
Find out where your group stands today and build psychological safety from there
Measure and build psychological safety
Psychological safety affects how people collaborate, learn, take responsibility and handle change. When safety is high, people dare to contribute ideas, ask questions, raise problems and make full use of their skills. When safety is low, people tend to become more cautious, quieter and more focused on protecting themselves.
Many leaders sense the culture in their teams, but find it hard to put into words what is actually happening. Studies also show that a very large share of leaders overestimate the psychological safety in their groups. Now it can be measured.
Through the Fearless Organization Scan it becomes possible to make visible what is otherwise often invisible. The measurement is based on research by Professor Amy C. Edmondson at Harvard Business School and gives a clear picture of how psychological safety is experienced in the team or organization.
The measurement is carried out through a short, anonymous survey and provides concrete insights across four areas:
- Attitude to risk and mistakes
- Open conversations
- Inclusion and diversity
- Willingness to help each other
The result is more than a hunch or a gut feeling about the culture — it's a research-based snapshot of where you stand today, ready to build on. It becomes easier to understand why certain behaviours arise, what strengthens safety, and what holds back collaboration, learning and initiative.
After the measurement, we hold a feedback session and workshop where we look at the results together, identify strengths and areas for development, and translate the insights into concrete behaviours and actions for everyday work.
Karin Otterbjörk helps management teams, teams and organisations build psychological safety with a focus on self-leadership, collaboration, learning and sustainable results.
Would you like a clearer picture of the culture in your teams and to create the conditions for more responsibility, openness and development?
Contact Karin to book a measurement or to learn more about the format and workshop.
Karin also offers a leadership training programme consisting of three half-days, focused on establishing behaviours – both individually and in the group – that strengthen psychological safety.
70% of managers overestimate the psychological safety in their team
Source: Harrell, T (2020). Do we all agree? A mixed-method study of the impact of climate strength on psychological safety, team learning, and team performance, University of San Diego
Four dimensions that shape the overall sense of psychological safety
Willingness to help
Teams become unsafe when people cannot help one another or feel appreciated by their teammates.
Inclusion and diversity
When team members feel included, they are more likely to speak their mind, contribute and add value to the group.
Attitude to risk and failure
Teams that hold mistakes against one another risk losing both control and momentum.
Open conversations
A team that has open and honest conversations is better equipped to handle difficult problems.
Mairutveckling works from established and modern theories that shape the ability to perform over the short and long term — and that create engaged, energized employees.
Development consultant Karin Otterbjörk has many years of experience designing and delivering inspirational talks, workshops, workshop series, training programmes and coaching engagements that get results.
Services are shaped around your current situation and where you want to go. Karin builds good business with people at the centre. Work can be digital, in person, or a mix — whatever suits you.
Individuals, small groups, larger groups and really large groups — Karin is used to every constellation and adapts to what is needed.