Creating Psychological Safety as a new Manager

Life as a new manager can be scary. There’s a lot to think about and you have a new team looking to you for leadership. Creating a culture of psychological safety from the start is a great way to build strong cultural foundations. Psychological safety refers to a shared belief held by members of a team that the team is safe for interpersonal risk-taking. This means that team members feel comfortable

being vulnerable and expressing their opinions and ideas, even if they are different from those of their colleagues or superiors.

Here are 5 behaviours to think about when starting to build a culture of psychological safety:

1. Encourage open communication: As a new manager, it's important to create an environment where team members feel comfortable sharing their thoughts and ideas without fear of judgment or retaliation. This can be accomplished by actively soliciting feedback, acknowledging different perspectives, and creating channels for open dialogue and problem-solving.

2. Show vulnerability: As a leader, it can be easy to put on a facade of invincibility and infallibility. But showing vulnerability and admitting when you don't know something or have made a mistake can help create a culture of openness and trust.

3. Prioritise inclusivity: In order for team members to feel safe, they need to feel like they belong. This means creating an environment where everyone feels welcomed and valued, regardless of their background or identity. This can be accomplished by actively working to create a more diverse and inclusive team, and by fostering a culture of respect and tolerance.

4. Lead by example: As a new manager, your actions and behaviour set the tone for the team. By modelling the behaviour you want to see, you can create an environment where team members feel safe to speak up, take risks, and make mistakes.

5. Provide regular feedback: In order to create psychological safety, team members need to know that they are valued and that their contributions are making a difference. Providing regular, constructive feedback can help team members feel more secure in their roles and better understand how they can improve.

In conclusion, as a new manager, creating psychological safety for your team is crucial for the success of the team. It can be achieved by encouraging open communication, showing vulnerability, prioritising inclusivity, leading by example and providing regular feedback. By taking these steps, you can create an environment where team members feel safe, valued, and empowered to do their best work.

sean@craftyourculture.co.uk