The Link Between Emotional Intelligence and Psychological Safety
Hint: you can’t have the second without the first
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In a recent study of successful teams, Google found that the SINGLE BIGGEST PREDICTOR of team success is psychological safety. Yet, it can be very challenging for a Leader to gauge levels of psychological safety in their organization, let alone increase it. The costs of a team that is fearful, defensive and withholding can be enormous and painful, but where do you even begin to get a handle on this nebulous beast to turn things around?
This may help. These are my notes from a recent webinar by Genos International, a world leader in workplace Emotional Intelligence. If you prefer, watch the entire replay here: The Link Between Emotional Intelligence and Psychological Safety — Genos International Europe (genosemotionalintelligence.com)
https://genosemotionalintelligence.com/ei-psychological-safety/
The hallmark of psychologically safe cultures is a willingness to take interpersonal risks. People are more willing to:
- Speak up with an answer to a problem
- Challenge the “way we do things”
- Ask questions
- Offer input and suggestions for improvement
Amy Edmonson, author of “The Fearless Organization” defines Psychological Safety as:
- A belief held by members of a team that it is safe for interpersonal risk-taking
- A sense of confidence that speaking up will not result in rejection, punishment or embarrassment by members of the team
- A team environment of respect and interpersonal trust where people feel comfortable being themselves
Psychological Safety is NOT:
- About everyone being a “nice guy”
- Sacrificing standards for comfort and peace
- Accepting all ideas as equally valuable for the sake of team harmony
- About eliminating all conflict
- Just another word for trust
Here is the key point: “Psychological Safety is impossible without Emotional Intelligence” (Timothy R. Clarke, “The 4 Stages of…
