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Creating Psychological Safety in the Workplace – Two Day


Create a truly inclusive high-performance culture, within which we can, individually and collectively, perform to the best of our ability and fully engage in our work, we need to feel psychologically safe.


To create a truly inclusive high-performance culture, within which we can, individually and collectively, perform to the best of our ability and fully engage in our work, we need to feel psychologically safe. Achieving this requires us to embark on a more conscious and continuous journey, recognising that this is the domain of us all, not just that of one person or a few, nor our leaders only. We need to recognise that we each hold responsibility for the creation of culture through the mindsets and beliefs we demonstrate, and the values and behaviours that we live; in a nutshell, how we show up in our daily work.

This two-day programme offers an in-depth exploration of creating psychological safety in the workplace. Through a series of highly interactive conversations and activities, participants are invited to explore the ‘what’, the ‘how’ and the ‘why’ of psychological safety. We look to challenge and shift existing mindsets and beliefs around how, as leaders and managers, we can create the conditions for psychological safety by role-modelling new ways of being and working.



Our programme is framed by two key questions:

  • What are the conditions we need to create to enable everyone to feel psychologically safe?
  • And how might we do this?

Our objectives are to:

  • build a shared understanding and definition of psychological safety within our specific context.
  • develop insights around its importance and relationship to inclusivity, high performance, and employee engagement. 
  • deepen our understanding by exploring the four stages of psychological safety.
  • identify the enablers and the barriers around achieving a psychologically safe culture. 
  • agree some personal commitments inviting greater responsibility and accountability from everyone to make a positive contribution.

Structure and content

The programme is structured in four parts:

Session 1 - What is psychological safety and why is it important?

We will explore our collective understanding of what we mean by safety, and how safety differs from discomfort, to enable us to be clear about the culture we are trying to create, i.e. to enable our people to learn, grow, develop, and perform at their best. Together we will identify the range of feelings and behaviours that psychological safety enables, to reinforce and better understand its importance in the workplace and the benefits it brings.

Through the creation of a group agreement, we will build a shared definition of psychological safety within our specific organisational context.

Session 2 - What are the four stages of psychological safety? 

We will explore in some depth the four stages of psychological safety - inclusion, learner, contributor, and challenger - building greater insight into the conditions needed to move on a positive trajectory towards a fully inclusive and safe culture. Through our conversations, we will also make explicit the links between psychological safety, inclusion, and performance.


Session 3 - What conditions make it possible for us to feel psychologically safe?

We will explore and identify the range of conditions that make it possible for everyone within our team, department, or organisation, to feel psychologically safe and perform at their best. Within this, we will also build a greater understanding of what mindsets, behaviours, and ways of working get in the way – the barriers that prevent psychological safety – and which enable the safety we are seeking.

We will also consider how these conditions relate to inclusion, high-performance, and enabling greater levels of engagement from everyone.

Session 4 – How can we create these conditions and address the barriers?

In our final session, we will explore the ‘how’. What mindset and behavioural shifts might we each need to make as leaders and managers to create the conditions identified?

We will consider how we manage our own behaviours and resourcefulness (inner emotional state) more effectively to enable us to show up authentically and role model different ways of being and working that will contribute to a ‘safer’ culture. We will introduce participants to the 6 C’s model of inclusive leadership and, in conversation, determine and agree what personal commitments each person is going to make to contribute to the creation of a more psychologically safe culture. We will also consider how we can hold ourselves and each other more to account in meeting these commitments beyond the programme.

Target Student

Leaders and Managers of all levels

Cohort size: 20 Virtual - 25 Face to Face

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