Promoting Psychological Safety

COMMUNICATION, LEADERSHIP

Are you confident that you have a psychologically safe workplace where people want to work?  Employers are legally required to provide a safe workplace but protecting the mental health of employees is still largely an untested region of WHS.

promoting psychological safety respect and cooperation

These kids look psychologically safe in each others’ company.

Take a look around your team. Do you see and hear indicators of mutual respect, encouragement and cooperation? They are not the only signs, but they are a good start.

A review of your WHS policies and procedures and work practices will identify gaps and practical steps needed to reduce risk and create a safe environment for your employees. And, as we are all still working remotely, you could consider giving your people opportunities to learn from innovative online digital resources that interpret policy settings into creative workplace learning experiences. For instance, how managers open and manage these conversations with staff is critical to their success and the sustainability of their organisation.

Rely on our deep knowledge and experience of WHS policy and practice, and plan to take your organisation from risk to resolution.

Contact us today to discuss how we can assist in promoting psychological safety in your organisation.

Related posts

Tropical birds in flight

How to keep your head in turbulent times

The networks come alive with news of unexpected change via emails, text messages, phone calls, and corridor catch-ups. The disruptors are at work and we are distracted, again. When our attention flows outward to the sights and sounds of the latest scoop, we can so...

How to improve culture by changing attitudes

Wellbeing and performance at work Ancient philosophers called it a gift to the mind, and it’s as helpful today as it was three thousand years ago. This gift, in essence, is a change of attitude that tilts towards kindness. Early scholars of the human condition might...
coaching services for succession planning in business

Coaching for succession

If you want your best people to be ready to step up when vacancies occur in your organisation, you’ve probably been thinking about developing a succession plan for business continuity in a competitive labour market. Of four simple tips promoted in the HBR recently,...
conflict resolution

Conflict resolution

If a section of your organisation seems to be in conflict more often than not, you are probably spending too much time dealing with serial complaints and grievances. Something has to change. There are numerous ways to facilitate teams, so be clear about the purpose of...

Managing from home?

Leadership and management are not different disciplines; they work hand in hand and are integral to each others’ success. By leading different ways of connecting and collaborating across the ether, you can help your people reflect on the impact of disruption and bring...
evaluating effects of disruption

Evaluating the effects of disruption

How has your service delivery changed as a result of the pandemic?  As staff explore new ways of doing things to meet individual needs it’s all too easy to drift into the risky territory of unauthorised decision making and shaky service options. A recent article in...
resource management in organisation mismatch of resources

A mismatch of resources?

Perhaps your organisation, or maybe just one section, needs reviewing. Resources don’t seem to be allocated where the need is greatest, and some of the work processes and outputs are causing dissatisfaction with clients. Those planned technology changes alone are...
Make learning stick

Make learning stick and improve your return on training investment

Learning is inextricably linked to the developmental needs of training participants. Unless they can see the purpose of their involvement, they won’t be able to integrate new information with what they already know. When the purpose of the training is clear and...
external coach

What you need to know before engaging an external coach

There are numerous reasons to engage an external coach to work with you, your managers and/or their teams. If it’s for themselves, some senior managers tell me they are looking for a safe place to think and talk about their planning horizons. They want to explore...

How a helpful and appreciative culture can improve your organisational climate

Ever wondered why some organisations don’t actually meet their own standards of customer service or change management? It may be due to an unhelpful culture. Culture is “the way we do things around here”; that is, it drives strategy. At its best, culture is...

Work with us:

The Coughlan & Co team works with organisations like yours to help you and your people:

  • Achieve and measure greater impact
  • Stretch into new roles and directions
  • Better lead, communicate and self-regulate
  • Make evidence-based decisions with confidence and relative ease
  • Prepare investigation and evaluation reports that withstand scrutiny
  • Mediate between parties in conflict to rebuild their relationship
  • Introduce surveys that take the pulse of your workplace
  • Build competencies in writing clearly, succinctly and persuasively

Link in with Sharyn

Linkedin icon Sharyn Coughlan