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What Is Psychological Safety at Work? How Leaders Can Build Psychologically Safe Workplaces

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What is psychological safety at work? Learn how to assess and build psychological safety in the workplace to improve collaboration and culture.

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The 5 Dysfunctions Of A Team
(Full article and exercise are located on our )
In the book The Five Dysfunctions of a Team Book by Patrick Lencioni it examines teams and why finding effective teams can be hard. He identifies 5 key areas that cause dysfunctional teams (barriers) and discusses how to tackle each one on the way to building high performing teams.
Lack of Trust
The 5 dysfunctions are displayed in a pyramid view, you first have to build the base layer then each layer on top to achieve all 5.
Fear of Conflict
Trust is the foundation of the pyramid, however it can take time to achieve. Without building trust within teams people do not feel conformable to share, when things go wrong they hide mistakes rather than asking for help, people make assumptions about the intentions of others, people fall out and hold bad feelings. A lack of trust leads to the fear of conflict.

Without trust in the team people clash and argue with each other, because of this when teams need to discuss different ideas people do not engage or give their ideas for fear of conflict with others. The loudest voice normally wins by default as there is not a safe feeling in the team to challenge or debate, leading to a lack of commitment.
Lack of Commitment
However conflict can be a good thing if the team has trust. If the team believes each person is always trying to do the right thing, if they respect and listen to each other, it leads to an environment of trust (safe space). This allows people to share ideas, disagree, but come together to find the best way forward as a team and not hold ill feelings against each other.
Avoidance of Accountability
Avoiding conflict leads to a lack of commitment. If individuals didn't get time to share their ideas in the team, discuss and debate what they are working on, they will not feel actively involved and will not fully commit to the work leading to a lack of accountability. Teams work best when they have all had input and decided the route forward together.
Inattention to Results
A lack of common objectives for the team which they are all committed to leads to team members not feeling accountable for their work and they begin to miss deadlines and deliver average work leading to not getting results.
Key Note
With a lack of focus and no clear objectives the team becomes stale, distracted and are often found focusing on themselves rather than the work of the team. Team members may deliver their work but without all the work from the team you do not get the results your product needs.

Building trust gives you the foundation blocks to tackle how to deal with conflict, then commitment, accountability and results. If you try and tackles these in a different order you will soon find the foundations of the team are not in place i.e. you wont get the results for long if the team are not accountable for their work, committed to the goals, can have constructive conversations (conflict) and trust each other.

Full article and exercise are located on our website

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The 5 Dysfunctions Of A Team (Full article and exercise are located on our website) In the book The Five Dysfunctions of a Team Book by Patrick Lencioni it examines teams and why finding effective teams can be hard.

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...to the exchange with you.

Speak to you soon

Kind regards,
Marc Buchholz
kontakt@marc-buchholz-consulting.de

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My Name is Marc Buchholz and I am your Coach for the impuls session on June 13th 2023.

First of all I would like to welcome you for this workshop (see introduction-video)

Looking forward meeting you soon...

Marc Buchholz

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WEBTALK 1: 09:00-10:30 CET
LOGIN:  Hier klicken
Besprechungs-ID: 332 833 020 407
Passcode: wyXihN

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WEBTALK 2: 16:00-17:30 CET
LOGIN: Hier klicken
Besprechungs-ID: 391 342 778 226
Passcode: ETevAX

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In case of any trouble you can reach me under:
+49 174 200 2885

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Agenda: The following 3 major questions are considered during the 90 minutes:

1. What can we learn from the "Google Study Aristotle" about psychological safety?

2. What can we learn from "The Neuroscience of Social dynamics" for ourselves and others?

3. How do the "10 Resilient Factors" and
"Positive Intelligence" (PQ) play a key role in this process?

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Please fill out the preliminary questionnaire so that we can tailor the webtalk to your needs.

Please click here