Inclusion Revolution

6Set Psychological Safety in Motion

What makes a perfect team? In 2012, Google set out to find the answer. Would it be bringing together the smartest people? Those who have similar work styles? A diverse mix of backgrounds? After months of research they concluded: “The ‘who’ part of the equation didn't seem to matter.” The most successful teams, the ones who hit their goals and seemed to have the strongest bonds, shared key behaviors such as showing empathy for each other and taking turns in conversations. They all expressed a feeling of psychological safety, which allowed them to share more ideas, have constructive debates, and work together to achieve the best results (Duhigg 2016).

People on these successful teams lowered their walls and felt safe. That's the premise of psychological safety: you won't be punished for making a mistake or sharing your opinions, whatever they may be. That should be a given, right? Not quite.

In an ideal world, every one of your team members and colleagues feels safe and comfortable to share their truths, their personal experiences, and perceptions of your work environment, but that vulnerability doesn't always come easy—especially for BIPOC, junior employees, or those who are most risk averse and afraid of losing their jobs. The experience of women of color in the workplace, women like me, is like walking a shaky tightrope, every day. Daily decisions—which parts of myself do I bring forward, blend, or hide? How much space can I take? How many ...