Psychological Safety: The Cornerstone of Innovation

Kameshwari Rao, Chief People Officer at Publicis Sapient discusses the importance of psychological safety in the workplace.

In an industry that thrives on innovation, creativity, and rapid problem-solving, fostering psychological safety is not just beneficial – it is imperative.

Psychological safety, a term popularised by Harvard Business School professor Amy Edmondson, refers to a shared belief that the team is safe for interpersonal risk-taking. In simple terms, it’s the assurance that team members can speak up, make mistakes, and challenge the status quo without fear of humiliation or punishment. This concept might seem abstract, but its impact on organisational success is concrete and profound.

In our field, where digital transformation requires continuous learning and adaptation, the ability to question, experiment, and learn from failure is crucial and something that we encourage profusely. Psychological safety creates an environment where people feel empowered to share their ideas, express concerns, and offer constructive feedback. This open communication fosters innovation, as people are more likely to propose novel solutions when they are not afraid of negative repercussions.

Moreover, psychological safety is a key driver of team performance. Google’s Project Aristotle, an extensive study on team effectiveness, found that psychological safety was the most significant factor in determining high-performing teams. When team members trust that their voices will be heard, they collaborate more effectively, leverage diverse perspectives, and ultimately, produce superior results. This is particularly relevant in a consultancy setting, where diverse teams must work seamlessly together to deliver complex solutions to clients.

Going beyond performance

However, the benefits of psychological safety extend beyond innovation and performance. It also plays a critical role in people’s wellbeing and retention. In today’s competitive job market, attracting and retaining top talent is a significant challenge across industries. The younger workforce places a strong emphasis on wellbeing, which is reshaping organisational practices. A workplace that prioritises psychological safety is more likely to cultivate a positive culture, where people feel valued and respected. This shift not only benefits the younger generation but also extends support to previous generations who may have found it challenging to focus on their wellbeing. This not only enhances job satisfaction but also reduces turnover rates, saving organisations the considerable costs associated with recruitment and training. 

Organisations have long been offering wellbeing and mental health programs however, to make a real impact, wellbeing must be ingrained within the organisation’s culture. Psychological safety must be a fundamental part of an organisation’s DNA. This approach should integrate mental, physical, and emotional wellbeing, rather than treating them as separate initiatives – for instance, encouraging physical activity, providing access to nutritious meals, and designing ergonomic workspaces are essential elements that help creates a powerful lens through which to see wellbeing from a broader perspective.

Leadership modelling to impact culture

Creating a psychologically safe workplace requires deliberate and sustained effort and it starts at the top. Leadership must model vulnerability by acknowledging their own mistakes and uncertainties, setting the tone for open and honest communication. They should also prioritise their own wellbeing to set an example. For instance, when a leader fully disconnects from work during vacation, it sends a powerful message about the importance of taking time off and managing personal health. By taking care of their own wellbeing, leaders demonstrate the value of a healthy work-life balance. 

They should encourage team members to speak up, listen actively, and respond with empathy and support. It’s also essential to establish clear norms around respectful behaviour and to address any instances of negative conduct promptly and fairly. This sparks a transformation in the workplace where people are inspired to bring their best and authentic selves to work each day and to excel in their roles. The cornerstones of a good leader are being able to demonstrate strength, adaptability, and creativity, but also empathy – that’s the key to earning your people’s trust. Inculcating empathy goes beyond one-on-ones. It’s about truly listening and connecting to understand people’s feelings and experiences. Empathetic leadership involves appreciating the distinct qualities of each team member and building authentic relationships. Leaders should make a conscious effort to understand the unique challenges their team members face. How many leaders really know the people that work for them?

Providing training and resources

Another crucial aspect is providing training and resources to help people build the skills necessary for psychological safety. This includes training on effective communication, conflict resolution, and emotional intelligence. Regular feedback and development opportunities also play a vital role in reinforcing these behaviours and creating a continuous improvement culture.

At Publicis Sapient, we have implemented several initiatives to foster psychological safety. We conduct regular ‘pulse checks’ such as our Happiness Index to gauge our people’s sense of safety and wellbeing, use anonymous feedback tools to ensure every voice is heard, and celebrate both successes and failures as learning opportunities. These efforts have not only enhanced our internal culture but have also positively impacted our client engagements, as our teams feel more confident and cohesive. We are continuously committed to focusing on building psychological safety and strengthening our People Value Proposition.

In conclusion, psychological safety is not a mere buzzword; it is a foundational element of a thriving, innovative, and resilient workplace. As we navigate the complexities of digital transformation, let us prioritise the human element by creating environments where every individual feels safe to contribute their best ideas. By doing so, we will unlock the full potential of our teams and drive sustained success for our organisations.