Influencing Psychological Safety When Driving Change

Recently, I had the pleasure of facilitating a session for the Leadership Collective Chief People Officer forum, about the importance of psychological safety in driving change. There is no doubt that when people feel safe to speak up, share their ideas and take risks, they are entirely more likely to be engaged and committed to the change process.  

Key Strategies for Influencing Psychological Safety When Driving Change 

Build Trust 

Trust is the foundation of psychological safety. When people trust their leaders and colleagues, they are more likely to feel safe, whether that be so step outside their comfort zone, to take risks and speak up. Among the most important things we can do to build trust through times of change are to be consistent, empathetic and vulnerable.  

Be Consistent 

When it comes to consistency the goal is to be as predictable as possible. For example, providing consistent and timely updates on the change process, its progress and its impact. Maintaining a unified message across all communication channels (emails, meetings, intranet, etc.). Consistently creating opportunities for people to ask questions and share their concerns. 

Involve Employees Early 

Among the most common mistakes I observe organisations make is failing to get their people involved early in the change process. While of course at times it isn’t possible to share commercially sensitive information, as soon as you are able, start engaging with the people who are ultimately impacted by the changes you are considering.  

From identifying the need for change to developing and implementing solutions, help your people to feel like they are able to influence the approaches taken and that they are a part of the solution.   

Foster Open Communication 

Open communication is fundamental to trust-building and is especially critical during periods of change when many people are likely to feel uncertain and even insecure. By encouraging open dialogue, both formally and informally and actively listening to people’s perspectives, we create a psychologically safe environment where everyone feels valued and heard.  

Empower Employees 

Providing employees with the resources and support they need to succeed in a changing landscape is essential. All too often employers fail to adequately invest in the training people need to feel confident in their ability to succeed when change requires them to work in new ways or assume new responsibilities.   

Look for opportunities to allow people to be a part of the decision-making process about how things will be organized or implemented. People experience all sorts of fears during change, if they believe they are able influence you can make a big difference to the sense of control they feel.