What is Psychological Safety? 9 Ways to Check if Your Team Has It.
It’s been almost two months since we launched Scripted Group - alongside some of the most brilliant minds, no less! If you haven’t been creeping on our LinkedIn page, we’d invite you to go check it out.
One of the key pillars of our mission at Scripted Group is to help teams cultivate psychological safety. And yeah, we get it, you’ve heard this buzzword a million times now! It’s kind of a ~*THING*~ right now. But, it’s a trending topic for good reason. Psychological Safety is so pivotal to the success of an organization, we founded an entire new company with it in mind. And since so much of our work with John Sullivan Solutions ties into creating healthy workplaces and teams who are fully equipped to thrive, we thought it was due time for a check-up. Your strategic plans and capital campaigns will only go so far when leading a team that no one wants to be a part of. (Too harsh? Maybe. But it’s the truth!)
When an organization exhibits the traits and has the culture of psychological safety, they are more likely to take on risk. Risk leads to innovation, or, what you do right after intelligent failure. And the way an organization recoils from intelligent failure leads to, you guessed it, more innovation! More wins! More w’s for you which inherently means more w’s for your team which translates into more fulfilled, happy employees.
If you think your organization is immune to the need for psychological safety, you are mistaken my friend. Psychological safety, made popular and mainstream by Dr. Amy Edmondson, is the belief that you can speak up, share ideas, ask questions, or admit mistakes without worrying about being embarrassed, rejected, or punished. It’s about building a culture where people feel safe to take risks in their conversations with each other. When psychological safety is in place, teams are more innovative, collaborative, and successful. And this applies to every team, in every industry.
For environments like schools, nonprofits, healthcare settings, or even churches, creating psychological safety means that everyone feels heard, valued, and empowered to contribute. It’s key for any organization that wants to thrive in today’s marketplace.
But how do you know if your team is really psychologically safe? We thought we’d put together a checklist with real world examples to find out! If any of these examples make you sit up a little taller or send a little shiver down your spine, reach out to us and let’s have a chat!
Psychological Safety Checklist
1. Are people encouraged to ask questions and challenge ideas without fear of negative consequences?
A team that’s psychologically safe values curiosity and constructive disagreement. If your team feels comfortable challenging each other’s ideas, that’s a great sign that open dialogue is happening.
Example (Healthcare Team): A nurse speaks up during a meeting about patient safety due to short staffing. Instead of being shut down or reprimanded for voicing concern, the administrative team works together to find a solution.
Example (Independent School): A Lower School Principal suggests switching up the approach to technology in the classroom to Upper School Principal. The leadership listens and discusses the new ideas instead of brushing off their concerns and telling them “it’s just the way we’ve always done things.”
2. Can team members admit mistakes without being shamed or blamed?
In a safe environment, mistakes are seen as opportunities to learn. Does your team allow people to own up to mistakes without fear of being punished?
Example (Nonprofit Leadership Team): The executive director realizes they miscalculated the event budget and admits it to the board. Instead of finger-pointing, the team comes together to fix it.
Example (Large Hospitality Company): A graphic designer accidentally puts the wrong QR code on a slide for a new product roll out. The team addresses the issue without shame-blaming the designer, focusing on how to quickly replace the QR code and share with the stakeholders a second time.
3. Are diverse perspectives welcomed and actively sought out?
Psychological safety thrives when different viewpoints are encouraged. Is your team open to new ideas, or does everyone feel pressure to agree with one person’s opinion?
Example (School Team): A principal asks for input from teachers across grades and specialties on a new behavior strategy, making sure different viewpoints are included instead of just their own.
Example (Nonprofit Leadership Team): A nonprofit board welcomes feedback from both corporate and non-corporate backgrounds, creating more well-rounded decisions.
4. Do leaders model vulnerability and openness?
Leaders set the tone for the rest of the team. When they admit they don’t have all the answers or share their own struggles, it signals that it’s okay for others to do the same.
Example (Tech Startup ): A senior executive shares their struggle with burnout, which encourages other staff members to talk openly about their own challenges and feelings of being overwhelmed.
Example (Healthcare Leadership): A hospital department head talks about a case that didn’t go as planned and the effect it had on their mental health, encouraging others to be open about their own disappointments and failures.
5. Are feedback and suggestions encouraged at all levels of the organization?
Do people feel empowered to offer ideas for improvement, no matter their role? In a psychologically safe team, feedback flows from all directions.
Example (Montessori School ): A kindergarten teacher suggests a new drop-off system to reduce morning chaos, and the administration is open to trying it out.
Example (Church Staff): An administrative assistant proposes using a digital system to streamline volunteer sign-ups for an upcoming event, and the leadership gives it a shot, showing that everyone’s input matters regardless of job title.
6. Is conflict approached as an opportunity for growth rather than a threat?
Healthy conflict can drive growth, but only if psychological safety is present. How does your team handle disagreements - do they lead to progress or avoidance?
Example (Governance for any 501(c)3): Two board members disagree on how to use a large donation, but instead of letting tension build, they have a constructive debate that benefits the organization.
Example (C-Suite ): Efficiency or quality? Early launch or delayed better launch? Instead of ignoring the conflict, leadership brings them together to find common ground and find a plan that works for everyone.
7. Do team members feel comfortable being themselves at work?
If people are hiding parts of themselves to fit in, it’s a sign that the environment isn’t safe. Authenticity should be the standard, not the exception.
Example (Healthcare Team): A nurse with a great sense of humor helps ease stressful shifts by cracking jokes. The team embraces her personality as part of what makes the workplace better.
Example (College of Humanities Faculty ): Are they allowed to be quirky, different, their own skin color, and authentically present with their unique ideas and talents for teaching celebrated rather than stifled?
8. Is there a sense of belonging and inclusion across all levels of the organization?
Feeling like part of the team is crucial for psychological safety. Does everyone feel included, regardless of their role?
Example (After significant layoffs or transition): Newer staff members are encouraged to contribute during strategy meetings, helping them feel like their voice matters.
Example (Church Staff): Everyone from senior leaders to part-time staff is included in the church’s vision planning at a recent all-staff meeting, creating a sense of unity and shared purpose.
9. Do people feel heard when they raise concerns or suggest improvements?
A sure sign of psychological safety is when team members believe their input is actually valued. Are their ideas seriously considered, or are they brushed aside?
Example (School Team): A teacher voices concerns about too much standardized testing and its impact on students. Instead of ignoring the issue, the administration reviews the testing schedule to reduce student stress.
Example (Healthcare Team): A nurse suggests changing the shift rotation to reduce burnout and improve patient care. The leadership team listens and implements the idea, showing that staff feedback is taken seriously.
By using this checklist, you can start to see if your team feels psychologically safe. Whether you’re in a school, nonprofit, healthcare, or church setting, (ANY setting, really!) creating a safe and open environment will lead to stronger, more engaged teams. Psychological safety is the foundation of a workplace where people feel free to contribute, take risks, and do their best work.
Ready to take the next step towards revamping the culture at your organization? We can help with that. Scripted Group can help even more with that. We would love to partner with you.
Reach out using the form on our contact page or shoot us an email: john@johnsullivansolutions.com
