Resources

Free Ebooks

The 4 Stages Book Excerpt

The 4 Stages of Psychological Safety framework acknowledges that we’re humans first and employees second. The framework follows a universal pattern that reflects the natural progression of human needs in social settings. These needs exist across demographics, psychographics, nations, and cultures. 

What is Psychological Safety?

You may have noticed that the topic of psychological safety is gaining momentum. It’s here and it’s here to stay. Why does the topic have so much traction? Psychological safety is at the heart of the human experience. Learn what Psychological Safety is and why it matters in this Free Downloadable Ebook.

The 4 Stages of Psychological Safety Ladder of Vulnerability™

The most practical way to increase psychological safety is to model acts of vulnerability yourself and reward the vulnerable acts of others. The Ladder of Vulnerability™ will give you examples of vulnerable acts in each of The 4 Stages.

The 4 Stages of Psychological Safety™ Behavioral Guide

If Psychological Safety is the #1 Variable in team performance then how do you improve it? Where do you start? What are the key actions you can take to increase the level of Psychological Safety in your environment? This guide has 120+ behaviors you can use to have a higher level of Psychological Safety. It is the companion to The 4 Stages of Psychological Safety Book. Download it today!

Podcast Episodes

Polishing Our People with Jeri Larsen

In this episode of Culture by Design, Timothy R. Clark is joined by Jari Larsen. They talk about how to meet the individual needs of team members, what it means to be a self-directed learner, and tackle some of the hardest elements of organizational culture. The main question at play: How can we make sure that our people are the happiest?

Stage One: Inclusion Safety

In this week on the Culture by Design podcast, Tim and Junior introduce the first episode of a four-part series on The 4 Stages of Psychological Safety. This week's topic? Stage One: Inclusion Safety. In this value-packed, hour-long conversation, Tim and Junior dive deep into questions like: How does inclusion relate to diversity and equity? Is interaction the same thing as connection? And what can we do to foster inclusion safety in our cultural spheres?

Invest in Your Well-Being with Melody Wilding

In this week’s episode of the Culture by Design podcast, Timothy R. Clark is joined by Melody Wilding, author of Trust Yourself: Stop Overthinking and Channel Your Emotions for Success at Work. As an executive coach, professor of Human Behavior, licensed social worker, and Harvard Business Review contributor, Melody has lots to say about how burnout, ambition, sensitivity and empathy.

Notes

Lead With Influence, Not With Power.

Note #

31

Lead With Influence, Not With Power.

Lead as if you have no power. We are being asked to lead in increasingly-dynamic environments. Those who chase innovation will lead as if they have no power. Otherwise, your competitive advantage will expire faster than your adaptive capacity can keep pace.

Building Connection in a Remote Team

Note #

30

Building Connection in a Remote Team

Today, teams are built differently. Remote work has changed the way we interact and connect with our colleagues. While team-building activities and personal moments can easily slip through the cracks of your living room couch, valuable connection isn’t off the table. With intentional effort, your remote team can feel just as connected as an in-office team. Here are some LeaderFactor tried-and-true methods of remote connection:

How Psychological Safety Cures Imposter Syndrome.

Note #

29

How Psychological Safety Cures Imposter Syndrome.

Imposter syndrome. The all-too-common feeling of inadequacy that makes you doubt your successes and achievements. It occurs outside of the comfort zone and triggers a fear of exclusion that motivates you to work harder than necessary to prove your worth. 

Articles

Psychological Safety at Work

As the foundation of culture, psychological safety will transform your organization and empower your team members to be inclusive and innovative in their everyday interactions. But psychological safety, just like culture, is delicate and dynamic. It’s perishable, not permanent. It requires intention too. Psychological safety doesn’t just happen, so it can’t be a one-and-done initiative or a back-burner idea. It should be at the forefront of your strategy. It has to be monitored and measured. It has to be planned out, revisited, and consistently improved.

Read More

High-Performing Teams Need Psychological Safety

Research has shown that psychological safety is the #1 variable in team performance, the key ingredient for creating inclusive environments, and the heart of high-performing, innovative teams. It will transform your culture, and high-performing teams need great culture. But transform it into what, exactly? Why is cultural transformation so important for high-performing teams? Let’s talk about it.

Read More

Why Psychological Safety is a Function of Respect and Permission

Psychological safety has the same ground rules for participation as a fifth-grade kickball game. You wouldn’t walk onto the field and start pitching without being invited onto the team, would you? Would you want to play if you were picked last, ignored, or left on the bench? These factors, permission to play the game and consistent respect throughout it, don’t determine whether you’ll win the game or even whether you’ll play well. They determine whether you play at all.

Read More

Webinars

The Ladder of Vulnerability

July 22, 2022

If psychological safety is a culture of rewarded vulnerability, the most practical way to increase psychological safety is to model acts of vulnerability yourself and reward the vulnerable acts of others. But not all acts of vulnerability are created equal. What you perceive as a low-risk act of vulnerability might be high-risk for someone else. We call this the Ladder of Vulnerability.

Employee Engagement and Psychological Safety

November 21, 2021

What if employee engagement is actually a symptom of something else? What if there's another factor further back in the causal chain, something that explains employee engagement?

Why Psychological Safety is Oxygen to the Agile Movement

August 21, 2021

Join Dr. Timothy R Clark, author of The 4 Stages of #PsychologicalSafety for "Why Psychological Safety is Oxygen to the Agile Movement."