# data[].attributes.body
Psychological safety can be incorporated into a desired output response by referencing ‘supported staff’, ‘staff who are confident to engage’, ‘inclusive workplace’ etc. While a change in psychological safety may not necessarily be the primary desired output of the system, happy staff are productive and loyal staff, and any change to the desired output, controller or process in the system can impact on whether staff are happy. The sentiment of an organisation’s staff in relation to psychological safety can be measured both qualitatively, in the form of constructive feedback, and quantitatively, giving a clear numerical snapshot of improvement or decline in staff morale and interactions.

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As a governance professional, an example of how I can impact efficacy of measurement is ensuring that policy documents are current (content is up to date), relevant (applicable to staff) and supported (there is a team who can provide assistance relating to the document). Seeking assurance over these three areas can impact the efficacy of measuring success of governance documents and therefore help improve adherence and understanding of what is expected of staff.

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Measures which provide trend analysis, steer clear of bias and are reliable and verifiable, demonstrate and contribute to organisational viability. They demonstrate it by exemplifying work undertaken to date and its current performance. They contribute to it by providing benchmarking of performance to then make adaptations to the controller and process within the system to improve outcomes of measurements.

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Psychological safety is essential to system adaptability and honest recording, interpretation and feedback of data in feedback loops. Without a speak up culture, organisations rob themselves of the best ideas of process changes that can be employed to produce desired outputs. Psychological safety is also a critical factor for employees to raise issues that might necessitate the alteration of the desired outputs.

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As a governance professional I can impact the efficacy of feedback loops by ensuring;

a culture of psychological safety so that data is reported accurately and timely, and issues are raised fearlessly

systems and processes for accurate and timely measurement are in place

Processes for feedback capture are in place

Reporting lines and accountabilities are clear and functioning well

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It is an old adage that in business “what gets measured gets done”. Effective measures are critical for ongoing organisational viability as they identify gaps between the current and desired outputs, and then provide clear data points as to the efficacy of process changes via feedback loops. If the wrong measures are employed, organisations will not know whether they are tracking well in moving to their goals and remaining sustainable.

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Psychological safety can be embedded within a desired output of high organisational results on a staff wellbeing metric, which connects wellbeing with productivity and efficiency measures. As per the IBM case study, the engagement and empowerment of staff to contribute to planning and improvement initiatives results in efficiency gains and business performance.

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I can improve the efficacy of measurement (feedback) by being consistent and regular in the systematic collection of feedback, involving teams in crafting the response to feedback, particularly in terms of informing the redesign and improvement of processes, and reflecting on broader changes to the range of feedback loops and its implications for governance system design as well as my own leadership behaviours

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Effective measures provide timely insights into noise and disturbance factors in the system which may threaten ongoing viability. They enable the rapid identification of measures that are negatively impacting performance, as well as opportunities to adopt new practices that have emerge elsewhere in the sector.

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Psychological safety is the responsibility of everyone within an organisation. We are all responsible for the safety of ourselves as well as our co workers. A culture of psychological safety creates interconnectedness and results in better wellbeing and better productivity.

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As a governance professional it is important that staff have access to provide feedback and that policy and procedures are in place to protect staff in particular in relation to psychological safety. Feedback gives the organisation the opportunity to fix problems, protect staff, create new innovations and create a culture of sharing and caring.

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Measures are an important way to use data to analyse success or failures within an organisation. Measures more importantly help to correct errors or create the ability to make better decisions based on the data that measures have given. For example financial accounts comparisons to budget, can show where sales are falling or increasing therefore management can make decisions going forward based on these measures.

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A closed loop system essentially uses feedback to adjust actions.  Gathering staff feedback and adjusting systems to meet this promotes psychological safety at work , ensuring employees feel heard. 

# data[].attributes.subject
A closed loop system essentially uses feedback to adjust actions.  Gathering staff feedback and adjusting systems to meet this promotes psychological safety at work , ensuring employees feel heard. 

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As a governance professional who deals with ministerial business i can ensure all the deadlines are met all the required political documents and included.  Meeting deadlines with accuracy is measured. 

# data[].attributes.subject
As a governance professional who deals with ministerial business i can ensure all the deadlines are met all the required political documents and included.  Meeting deadlines with accuracy is measured. 

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Effective measures allow organisations to measure success and employee satisfaction allowing for change and adaption if necessary to continue to evolve with trends and new and emerging technologies. 

# data[].attributes.subject
Effective measures allow organisations to measure success and employee satisfaction allowing for change and adaption if necessary to continue to evolve with trends and new and emerging technologies. 

# data[].attributes.body
Psychological safety can be part of the desired output response by making “safe to speak up and learn” an outcome of the system. A closed-loop system depends on honest feedback, so psychological safety supports measurement, comparison and corrective action. This shows interconnectedness because culture affects the quality of feedback, which then affects system performance.

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Through the role of a governance professional feedback can be improved by ensuring measures are clear, relevant, timely and drawn from multiple sources. Examples include staff surveys, complaints data, speak-up trends, customer feedback, incident reporting and follow-up actions. Effective measurement also requires leaders to listen and act on feedback.

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Effective measures support organisational viability by showing whether the system is achieving its desired output. They help leaders identify emerging issues, compare actual performance to intended outcomes, and adjust processes before problems affect performance in the long-term.

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Psychological safety can be defined as a desired organisational outcome where employees feel safe to raise concerns, report issues and share ideas. It is fundamental to a closed-loop system because effective feedback relies on people being willing to provide accurate information. If people do not feel safe to speak up, the quality of feedback is reduced, limiting the system's ability to identify problems and adapt.

This demonstrates the interconnectedness of systems because culture influences feedback, feedback influences decision-making, and decision-making influences organisational performance. A weakness in one area can affect the effectiveness of the whole system.

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A leader or governance professional can improve feedback by:

Ensuring measures are aligned to desired outcomes.

Using both qualitative and quantitative measures.

Creating safe escalation and reporting channels.

Promoting transparency around how feedback is used.

Reviewing measures regularly to ensure they remain relevant.

Focusing on learning and improvement.

Creating an open door policy that allows voices to be raised and heard

These actions improve the quality, reliability and usefulness of feedback within the system.

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Effective measures enable learning and adaptation, which are essential for long-term organisational sustainability and success.

Effective measures support organisational viability by helping leaders understand whether desired outcomes are being achieved and whether adaptation is required.

Within a closed-loop system, measures provide feedback on performance, enabling organisations to identify risks, respond to change and continuously improve. Without effective measures, organisations may not recognise emerging issues until significant impacts have occurred.