What Is Psychological Safety?

Psychological safety, a concept pioneered by Harvard Business School Professor Dr. Amy Edmondson, refers to a shared belief that the team is a safe space for interpersonal risk-taking. In such environments, individuals feel comfortable expressing concerns, admitting mistakes, and offering new ideas without fear of embarrassment or retribution.

It is the difference between being told "don't be so stupid, that's a terrible idea" (harsh example), which is more likely to shut us down and put us off contributing, and "great idea, let's see if there's anything usable there", which may bring more people in and encourage contribution. 

In healthcare settings, where teamwork and communication are vital, psychological safety enables staff to speak up about errors, question decisions, and contribute to continuous improvement, ultimately enhancing patient safety and care quality.

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Why Psychological Safety Matters in Addressing Incivility

Incivility in the workplace often contributes to, and becomes more prominent in, environments where individuals feel unsafe to express themselves.

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Without psychological safety:

• Concerns go unvoiced: Staff may hesitate to report inappropriate behaviours or safety issues.

• Mistakes are hidden: Fear of blame discourages open discussion about errors.

• Innovation is stifled: Team members are less likely to propose new ideas or improvements.

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By fostering psychological safety, organisations create a culture where civility thrives, and individuals feel empowered to report, understand, and address incivility proactively all the while contributing to the reduction in these behaviours in the bigger picture.​

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What Prevents Staff from Reporting Incivility?

Even with reporting systems in place, several barriers can hinder staff from speaking up:

• Fear of retaliation, escalation, or negative consequences

• Belief that reporting won't lead to change

• Lack of support from leadership

• Unclear reporting procedures

 

Addressing these barriers requires more than just systems; it necessitates a cultural shift towards psychological safety, where staff trust that their voices will be heard and valued.