Having worked in organisational culture development for over 15 years, nearly every Organisational Culture survey undertaken reported people experiencing blame, bureaucracy and silo mentality within their current workplace environment.
Interaction with the workforce demonstrated where bureaucracy was in place there was usually an undercurrent of an absence of trust.
Where there are a blame and silo mentality there is usually a fear to speak up, a fear to admit mistakes, where job security is found in individual performance, rather than on collective or organisational performance.
This is the outcome of a psychologically unsafe environment.
Leaders, of course, want to immediately respond and change this culture and, with all good intent, put generally short term actions plan in place, however, their attention is often diverted to the next pressing issue raised to their attention.
When leaders ask why we need to create a Psychologically Safe environment, this is why.
Leaders must create a Psychologically Safe environment to build trust in the workplace, to enable people to have a go (yes, to be accountable for what they have been engaged to deliver!) and work collaboratively to achieve results. This will then translate to improved business performance.
Establishing a Psychologically Safe environment is the foundation to creating a high-performance culture, an engaged workforce and business performance.