Psychological Safety In Meetings

You are in a meeting that seems to drag on and on. Every week you meet.  No one is very energized, there is no “good” news or information that is a catalyst for positive outcomes.

The purpose is foggy; why are we here? What is the point of this meeting? 

Do you speak up and ask the meeting owner if there is an opportunity for a group discussion to get clear on the purpose and expected outcome of the meeting?

Or, do you sit through it, watching the clock, glad it’s over for this week so you can go grab a coffee and complain to your loyal dog waiting at your feet?

If you chose door #1, you might have Psychological Safety in your workplace. You are able to question, respectfully of course, ask for clarity, and invite others to do the same for the purpose of doing better work. You don’t expect to be agreed with every time, nor do you expect to have a world war set in motion for asking an uncomfortable question. 

If you chose door #2, (we’ve all been there), you might wonder what the fallout would be of you asking such a question. Would you be ostracized for being “that guy” and poking the bear? Would you be seen as a trouble maker? Is there a real chance no one would say a word and you’d feel like shrivelling up in the corner from embarrassment to the sound of crickets?

The most productive, happiest employees and teams have a high degree of psychological safety. They know that when questioned or asked for more detail, it is about the work, the value and not personal. They know that open honest query creates trust. They know that  agreeing and smiling to avoid personal and professional backlash is what creates distrust and a culture of fear. These people leak copious amounts of energy worrying about repercussions of saying what they think, burnout, and leave. 

And the meetings keep happening. 

There are clear cut ways to create psychological safety in teams. Let’s talk.