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Inner and Outer Psychological Safety

I'm speaking to 80 talents tomorrow in a keynote webinar and want to explain how they shift from Safe to Great.


The tricky part is realising that there is an inner game and outer game when it comes to psychological safety.


You need to learn to know the difference between comfortable false sense of security and an uncomfortable feeling of psychological safety.


To speak up requires taking risks.


If it feels comfortable, you are not out of your own comfort zone, or the comfort zone of the relationship or team.


Speaking up, being candid, responding courageously will never be normal nor risk-free. It will never come easily.


If there was nothing at stake then speaking up would never be necessary.


Speaking up will always rub people the wrong way, bruise egos, threaten old alliances, blow whistles, hurt feelings - and mean a lot more work.


And, yes, we hate failure, errors - especially because we know we lose status in the group and risk exclusion when we "look" incompetent.


So, there is some work to do on the inside - master your mindset, know your triggers, prevent the amygdala meltdown, attribute blame realistically, reframe failure, experiment, test your assumptions, and show grit in the face of setbacks.


But there is also some really important things that can only be done with your team. The outer game of psychological safety is about 5 steps:


1. Eliminate status and connect people

2. Make learning and growth central to all work

3. Create fairness and transparency

4. Enhance autonomy and individuality

5. Create a disruptive vision and challenge the status


Only when you combine the inner and outer games is it possible to truly break free of the conspiracy of silence.


And sometimes overcoming your inner safety is not enough when you are working in a toxic team or have a hippo boss.


Check out my new infographic and give me your feedback.




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