A Practical Guide To Creating Psychological Safety in SMB 1692977355

A Practical Guide To Creating
Psychological
Safety in SMBs
hackinghr.io
Psychological safety is the
belief that one will not be
punished or humiliated for
speaking up with ideas,
questions, concerns, or
mistakes.
Amy Edmondson
A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

02
CONTENTS
04 INTRODUCTION
NAVIGATING THE MAZE: COMMON BARRIERS TO

07 PSYCHOLOGICAL SAFETY IN SMBS
HOW TO OVERCOME BARRIERS AND PITFALLS WITH PRACTICAL

09 STRATEGIES AND AFFORDABLE TECH SOLUTIONS
STRATEGY 1: BUILDING A FOUNDATION IN PSYCHOLOGICAL

10 SAFETY
STRATEGY 2: DEEP DIVE INTO YOUR PSYCHOLOGICAL SAFETY

14 LANDSCAPE
STRATEGY 3: CULTIVATING BEHAVIORS THAT BREATHE

24 PSYCHOLOGICAL SAFETY
STRATEGY 4: HARNESSING TECH TO AMPLIFY PSYCHOLOGICAL

26 SAFETY
28 STRATEGY 5: CULTIVATING A FEEDBACK-RICH CULTURE
30 STRATEGY 6: PROMOTING WORK-LIFE INTEGRATION
32 STRATEGY 7: DIVERSITY AS A STRENGTH
YOUR ULTIMATE PSYCHOLOGICAL SAFETY ACTION PLAN

34 BLUEPRINT

03
INTRODUCTION
A Practical Guide to Creating

Psychological Safety
in SMBs
In today's fast-paced business environment, psychological safety is often the
silent factor driving an organization's success or failure. This foundation births
innovative ideas, fortifies collaborations, and makes employees genuinely feel
valued. For small and medium-sized businesses (SMBs), ensuring psychological
safety isn't merely a nice-to-have—it's a pivotal business strategy. While more
giant corporations might enjoy abundant resources to address this, SMBs
confront a distinct challenge: they must foster a psychologically safe
environment with limited resources while battling the pressures of a
competitive market.
This guide is your toolkit. Designed specifically for SMBs, it breaks down the
concept of psychological safety, highlights its undeniable impact on business
outcomes, and provides actionable steps to embed it within your
organization's DNA. We'll provide a roadmap to transform your workplace by
drawing from real-world examples of SMBs that have successfully cultivated a
culture of psychological safety.
By the end of this guide, you will:

Grasp the tangible business benefits of psychological safety for
SMBs.
Evaluate your organization's current psychological safety
landscape and identify areas for growth.
Implement proven practices championing psychological safety,
irrespective of your company's size.
Integrate tech solutions that bolster psychological security
without breaking the bank.
This version is designed to be direct, emphasizing the practical importance of

psychological safety for SMBs and the actionable insights the guide will
provide.

04
WHY PSYCHOLOGICAL
SAFETY MATTERS FOR
SMBS
Psychological safety is not just a nice-to-have perk for employees. It is vital for
business success, especially for SMBs that must adapt quickly, innovate
constantly, and collaborate effectively. Central to these is a concept that might
seem intangible but profoundly impacts your organization: psychological safety.
Let's delve into why this matters so profoundly for your SMBs:
DRIVING PERFORMANCE
It's more than just a theory. Studies underscore that teams
in your organization outpace others when rooted in
psychological safety. Your employees are not just working—
they're innovating, learning from missteps, and swiftly
navigating challenges.
NURTURING EMPLOYEE COMMITMENT

When employees feel safe, they're not just clocking in hours
but investing in their roles. This sense of safety fosters a
more profound commitment, often translating to reduced
turnover and a workforce loyal to your organization for the
long haul.
ELEVATING CUSTOMER EXPERIENCES

Teams in your organization that feel psychologically secure
don't just meet customer expectations—they exceed them.
They are attuned to feedback, eager to empathize, and quick
to innovate, ensuring your customers feel valued.
MITIGATING ORGANIZATIONAL RISKS

In a psychologically safe environment within your
organization, transparency thrives. Your employees are
more inclined to voice concerns, flag potential risks, and
uphold ethical standards, safeguarding your business from
pitfalls.

05
Psychological safety is about
creating an environment
where ideas can be tested,
risks can be taken, and
mistakes can be learned from

06
NAVIGATING THE MAZE:
COMMON BARRIERS TO
PSYCHOLOGICAL SAFETY IN
SMBS
LACK OF AWARENESS
1 Many SMB leaders might still be on the cusp of
understanding the essence of psychological safety. It's
not just a pretty term; it's the bedrock of a thriving
workplace.
Misconception Alert: Some might equate psychological safety

with mere politeness, while others might believe it's an organic
process that doesn't need nurturing.
Reflect: Are you fully aware of what psychological safety

entails? How do you define it in your organization?
RESOURCE CONSTRAINTS
2 In the bustling world of SMBs, resources—be they time,
money, or expertise—can sometimes be scarce. But
remember, culture is an investment, not an expense.
Reality Check: Operational urgencies or chasing quarterly

results might overshadow long-term cultural goals.
Reflect: Are you prioritizing short-term gains over long-term

cultural health? How can you allocate resources more
effectively?

07
SKILL SHORTAGES
3 The art of fostering psychological safety requires specific
tools in your toolkit—communication finesse, adept
feedback mechanisms, and conflict resolution prowess.
Skill Gap: Some might need help articulating organizational

values, while others might grapple with constructive feedback.
Reflect: Which skills does your team need to hone? How can you
facilitate that growth?
SEEKING EXTERNAL SUPPORT

4 Sometimes, the journey toward psychological safety
requires a guiding hand, a mentor's wisdom, or insights
from a peer network.
Support Vacuum: The absence of a trusted advisor or a like-

minded community can sometimes feel like navigating without a
compass.
Reflect: Who are your go-to mentors or communities when you

need guidance? Are you leveraging external wisdom?
ACCOUNTABILITY AVENUES
5 A journey without milestones can feel endless. Tracking
your progress toward a psychologically safe environment
is crucial.
Measurement Void: Some might not have tangible metrics to

gauge their psychological safety landscape, while others might
lack recognition mechanisms.
Reflect: How do you measure your organization's psychological

safety pulse? Are there clear milestones and rewards in place?

08
HOW TO OVERCOME
BARRIERS AND PITFALLS
WITH PRACTICAL STRATEGIES
AND AFFORDABLE TECH SOLUTIONS

09
How to Overcome Barriers and Pitfalls with
Practical Strategies
and Affordable Tech
Solutions
Creating psychological safety in SMBs is not impossible. It requires
intentionality, commitment, and action from both leaders and
employees. Here are some practical strategies and affordable tech
solutions that can help SMBs overcome the barriers and pitfalls
mentioned above:
STRATEGY 1
BUILDING A FOUNDATION IN
PSYCHOLOGICAL SAFETY
Understanding psychological safety is the cornerstone of fostering
it. Equip yourself and your team with the knowledge and tools to
navigate this terrain effectively.
Comprehensive Resource Compilation: It's essential

to have a well-rounded understanding. Provide your
team with a selection of carefully chosen resources.
Books & Articles: Delve into writings from

thought leaders in the field. Our Hacking HR
articles offer nuanced insights tailored to
various organizational scenarios.
Podcasts & Videos: Listen to expert

discussions and narratives that shed light on
the intricacies of psychological safety

10
STRATEGY 1
Structured Learning Pathways: Engage in active

learning experiences beyond reading and listening.
Online Workshops: Consider workshops that

offer theoretical knowledge and practical
application. Ensure they provide actionable
insights and not just theoretical knowledge.
Scenario-Based Exercises:
Introduce exercises that mirror real
organizational challenges. This hands-on
approach can lead to deeper understanding
and reflection
Cultivate a Learning Community: Encourage

collective learning. The journey to understanding
psychological safety is enriched when shared.
Engage in Online Communities: There are
dedicated forums discussing psychological
safety. Participate, share, and learn from a
broader community.
Internal Reflection Sessions: Organize regular

sessions within your organization to discuss
learnings, challenges, and insights related to
psychological safety.

11
Psychological safety is the
foundation upon which high-
performing teams are built.
Timothy R. Clark

12
STRATEGY 1
Reflection Exercise:
Your Psychological Safety Toolkit
Take a moment to reflect on the resources and

strategies you currently employ in your
organization to foster psychological safety.
List down three resources (books,

articles, podcasts, etc.) that have been
particularly impactful for you or your
team in understanding psychological
safety.
Consider a recent scenario in your

organization where psychological safety
was challenged. Briefly describe the
situation:
Based on the strategies discussed in this

section, which specific actions or tools
would you employ to address such a
situation in the future?

13
STRATEGY 2
DIVE DEEP INTO YOUR
PSYCHOLOGICAL SAFETY LANDSCAPE
Are you embarking on the journey of fostering psychological safety?
Let's first take a moment to understand where you stand and then
dream about where you want to go. Here's how you can make this
introspection both meaningful and actionable:
Quantitative Assessment:
Employee Surveys: Ever thought of giving

your team a voice in a structured way? Digital
platforms can be your ally. Craft questions
that resonate, from gauging comfort in
sharing ideas to understanding fears in the
workspace.
Quick Polls: Let's keep the conversation

ongoing. Platforms for daily communication
can also be your stage for weekly pulse
checks. It's like a quick coffee chat, but
online!
Qualitative Assessment:
Safety Chats: Imagine a space where stories

flow, experiences are shared, and everyone
feels heard. Monthly "Safety Chats" can be
that oasis. And remember, a gentle touch of
moderation can keep the dialogue
constructive
Anonymous Corners: Sometimes, the most

profound stories come from unnamed
sources. Create a cozy corner where your
team can share without the spotlight on
them.

14
STRATEGY 2
DIVE DEEP INTO YOUR
Outcome-Based Assessment:
Performance Metrics: Numbers can speak

volumes. Dive into metrics like turnover rates
or project successes. They may echo the
sentiments of your team.
Engagement Pulse: Tools like Gallup's Q12

can be your compass, pointing towards the
engagement levels of your team. It's like
taking the heartbeat of your organization.
Customer Echoes: Listen to the voices of your

customers. Often, a happy team creates
happy customers.
Cultivate a Learning Community: Encourage

collective learning. The journey to understanding
psychological safety is enriched when shared.
Engage in Online Communities: There are
dedicated forums discussing psychological
safety. Participate, share, and learn from a
broader community.
Internal Reflection Sessions: Organize regular

sessions within your organization to discuss
learnings, challenges, and insights related to

15
STRATEGY 2
DIVE DEEP INTO YOUR
Dreaming Together - Immediate Dreams

Encourage collective learning. The journey to
understanding psychological safety is enriched when
shared
Future Aspirations: Envision a space of trust,

feedback, and growth. Let's dream big,
whether it's regular heart-to-heart sessions
or embracing external wisdom.
Reflect and Evolve: Seasonal Reflections:

Every season brings change. Let's embrace it
by revisiting your goals and aspirations every
quarter.
Feedback Loop: As you reflect, let's also

listen to the whispers and echoes of your
process. It's all about growing together.

16
STRATEGY 2
DIVE DEEP INTO YOUR
CRAFTING YOUR ROADMAP:

TANGIBLE GOALS FOR A BRIGHTER TOMORROW
It's time to set your sights on the horizon and chart your
journey toward a more psychologically safe workspace.
Here's your guide to setting tangible goals that resonate
with every heartbeat in your organization:
01 Designing Your North Star

Vision Workshops: Host collaborative sessions where teams
can dream and define what psychological safety means to
them. It's about painting your collective aspirations on a
canvas.
SMART Objectives: From these dreams, sculpt out objectives
that are Specific, Measurable, Achievable, Relevant, and
Time-bound. It's your roadmap, ensuring every step is
purposeful.
02 The Power of Dialogue

Open Forums: Organize spaces where the psychological
safety vision is shared, but more importantly, where every
voice feels valued. It's about creating a symphony of diverse
thoughts.
Idea Boxes: Whether a physical box at the office corner or a
digital platform, encourage team members to share their
insights and suggestions. Every idea is a beacon guiding their
journey..
03 Synchronizing with Your Heartbeat

Alignment Sessions: Organize team huddles to showcase how
your psychological safety goals harmonize with the
organization's core values. It's like ensuring your dance moves
are in rhythm with the music.
Engaging the Extended Family: Regularly loop in your
stakeholders; their insights often provide a fresh perspective,
refining your path.

17
STRATEGY 2
DIVE DEEP INTO YOUR
CRAFTING YOUR ROADMAP:

TANGIBLE GOALS FOR A BRIGHTER TOMORROW
04 Actionable Milestones
Immediate Touchpoints: Identify areas that need immediate
attention. It could be addressing a prevalent concern or
initiating a new dialogue series. It's about lighting the lamps
that guide your path.
Long-Term Visions: Craft a timeline of initiatives, training,
and feedback sessions. It's your journey map, ensuring you
savor every moment while staying on course.
05 Continuous Nurturing
Quarterly Check-ins: Your journey might need tweaks as
seasons change. Regular check-ins provide you're always on
the most scenic and effective route.
Evolution Through Feedback: Encourage a culture where
feedback isn't just given but celebrated. It's the wind that
propels your ship, ensuring you sail smoothly

18
STRATEGY 2
DIVE DEEP INTO YOUR
YOUR CHECKLIST FOR A BRIGHTER TOMORROW
Designing Your North Star:

Host Vision Workshops for collaborative brainstorming on
Sculpt out SMART Objectives from the collective

aspirations.
The Power of Dialogue:

Organize Open Forums to share and discuss the
psychological safety vision.
Set up Idea Boxes (physical or digital) for team members

to share insights.
Synchronizing with Your Heartbeat:
Conduct Alignment Sessions to sync psychological safety

goals with the organization's core values.
Regularly loop in stakeholders for fresh perspectives.
Actionable Milestones:
Identify and address Immediate Touchpoints that need

attention.
Craft a timeline of initiatives and feedback sessions for

Long-Term Visions.
Continuous Nurturing:
Schedule Quarterly Check-ins to reassess and realign

goals.
Foster a feedback-rich culture and celebrate every piece

of feedback received.

19
STRATEGY 2
DIVE DEEP INTO YOUR
TIME TO REFLECT - QUIZ

How does psychological safety matter for your SMB?
Check out this general quiz to find out
your current level of psychological safety
and get tips and recommendations.
Psychological Safety in SMBs: How Do You Measure Up?

1. How often do team members openly discuss challenges and mistakes
without fear of retribution?
a) Always
b) Often
c) Sometimes
d) Rarely
e) Never
2. When a new idea is proposed, how does the team typically receive it?
a) With enthusiasm and open-mindedness
b) With a willingness to consider
c) With indifference
d) With skepticism
e) With immediate dismissal
3. How comfortable do employees feel about giving upward feedback to

leadership?
a) Very comfortable
b) Comfortable
c) Neutral
d) Uncomfortable
e) Very uncomfortable
4. How often are employees recognized or praised for their

contributions?
a) Always
b) Often
c) Sometimes
d) Rarely
e) Never

20
STRATEGY 2
DIVE DEEP INTO YOUR
TIME TO REFLECT - QUIZ

How does psychological safety matter for your SMB?
Check out this general quiz to find out
your current level of psychological safety
and get tips and recommendations.
5. When mistakes are made, how are they typically addressed?

a) As learning opportunities
b) Constructively, with feedback
c) With indifference
d) With blame or punishment
e) They are ignored
6. How would you describe the level of trust within your team?
a) Very high
b) High
c) Neutral
d) Low
e) Very low
7. How often do employees voice concerns or potential risks to the

business?
a) Always
b) Often
c) Sometimes
d) Rarely
e) Never
8. How would you describe your team's overall morale and engagement?
a) Extremely positive
b) Positive
c) Neutral
d) Negative
e) Extremely negative

21
STRATEGY 2
DIVE DEEP INTO YOUR
Mostly As: High Level of Psychological Safety

Well done! Scoring in the 'A' range indicates a thriving environment where
trust and open communication are the norms. Your organization is a beacon
for others, showcasing how psychological safety can elevate the workplace.
But as with all journeys, there's always room to learn and grow.
Tips and Recommendations:
Stay Curious: Subscribe to HR journals or online platforms that discuss

psychological safety. Regularly share and discuss new findings with your
team.
Feedback is Gold: Implement monthly or quarterly "Safety Check-ins"
where team members can discuss their experiences and suggest
improvements.
Champion the Cause: Create case studies or internal documentation
highlighting successful practices in your organization and share them in
company-wide meetings.
Peer Learning: Initiate a "Safety Mentorship" program where teams or
individuals can shadow high-performing teams to understand their best
practices.
Mostly Bs: Good Level of Psychological Safety

You're on the right path. A 'B' score suggests that your organization values
psychological safety, but there might be hesitation or areas needing more
attention. With continued effort, the sky's the limit.
Skill Up: Host workshops with external experts on "Effective

Communication in Diverse Teams" or "Conflict Resolution 101."
Open Doors: Introduce monthly open forums where employees can
discuss challenges and successes related to psychological safety without
any hierarchy.
Leadership's Role: Organize bi-annual training for leaders focusing on
active listening, empathy, and fostering psychological safety.
Stay Updated: Use tools like anonymous suggestion boxes or digital
platforms to gather regular feedback on psychological safety.

22
STRATEGY 2
DIVE DEEP INTO YOUR
Mostly Cs: Neutral Level of Psychological Safety

Landing in the 'C' range is a starting point. There's potential; with the right
strategies, you can cultivate an environment where every voice feels valued.
It's time to roll up those sleeves and dive deeper into fostering trust and
openness.
Dig Deeper: Use digital tools to conduct bi-monthly surveys on

psychological safety, ensuring anonymity.
Lead with Empathy: Organize role-playing sessions for leaders to practice
handling sensitive situations.
Speak Up: Introduce a "Voice of the Month" initiative where innovative
ideas or feedback about psychological safety are highlighted and
rewarded.
Rewards Matter: Create a "Safety Champion" badge or award, given
quarterly to individuals or teams who excel in promoting psychological
safety
Mostly Ds and Es: Low Level of Psychological Safety

A score in the 'D' and 'E' range is a call to action. It's an opportunity to reflect,
understand, and take proactive steps to build a culture where everyone feels
safe to share and innovate.
Time for Action: Dedicate a team or committee focused on improving

psychological safety. Set clear KPIs for them.
Seek Expertise: Collaborate with HR consultancies specializing in
organizational culture to conduct a thorough audit and provide actionable
insights.
Build Bridges: Organize team-building retreats or activities to rebuild
trust and camaraderie.
Transparency is Key: Start a monthly newsletter or communication that
updates all employees on steps being taken to improve psychological
safety.
These recommendations are starting points. For a comprehensive strategy,

consider a detailed assessment and tailor-made interventions based on
your organization's unique needs and challenges.

23
STRATEGY 3
CULTIVATING BEHAVIORS THAT
BREATHE PSYCHOLOGICAL SAFETY
With a foundation set and a clear understanding of your current
landscape, it's time to infuse your daily operations with behaviors
championing psychological safety. Here's how you can seamlessly
integrate these principles:
Leadership in Action: Transparent Communication

As a leader, prioritize open dialogues. Share the
rationale behind decisions, and when unsure, admit
it. It's about fostering a culture where questions are
welcomed in your organization.
Celebrating Vulnerability:
Recognize and applaud moments when team
members show vulnerability. It could be as simple as
a shout-out in team meetings.
Operationalizing Safety: Feedback Mechanisms

Introduce structured channels for feedback.
Consider monthly "Safety Feedback Days" where
teams can share their experiences.
Conflict Resolution Workshops

Equip teams with tools to handle conflicts
constructively. It's not about avoiding disagreements
but navigating them healthily.
Collaborative Growth: Cross-Team Projects

Encourage projects that require collaboration
between different teams. It fosters understanding
and breaks silos in your organization.

24
STRATEGY 3
CULTIVATING BEHAVIORS THAT
BREATHE PSYCHOLOGICAL SAFETY
Idea Brainstorming Sessions

Dedicate time for sessions where any team member
can pitch an idea, no matter how out-of-the-box it
seems.
Recognition and Rewards: Safety Champions

Every month, recognize individuals who've
significantly contributed to fostering psychological
safety in your organization.
Innovative Ideas Reward

Introduce a reward system for ideas that showcase
out-of-the-box thinking, even if they aren't
implemented.
BEHAVIORAL REFLECTION JOURNAL

To help integrate these behaviors, consider
introducing a "Behavioral Reflection Journal" for
your employees. Here's a glimpse:
This week, I appreciated when my colleague... (Encourage noting

down moments of vulnerability or support they observed)
A situation where I felt unsure but spoke up was... (Promote self-
reflection on moments they showed vulnerability)
One feedback I received this week and how I acted on it... (Foster a
culture of working on feedback in your organization)
This journal can be a personal tool for employees, helping them reflect on
their behaviors and the environment and promoting continuous growth in

25
STRATEGY 4
HARNESSING TECH TO AMPLIFY
In the digital era, technology isn't merely an accessory; it's a pivotal
ally in sculpting organizational culture. Let's delve into how you can
smartly integrate tech solutions without breaking the bank to fortify
psychological safety within your SMB:
Communication Catalysts: Digital Communication

Platforms. Utilize team communication tools to foster open
dialogues. Dedicate channels for sharing achievements,
challenges, and even casual conversations.
Feedback Portals: Use online survey platforms to gauge the

psychological safety climate of your organization
consistently. These can be tailored to gather nuanced
feedback and insights.
Learning & Innovation Hubs: E-Learning Platforms:

Numerous online platforms offer communication,
leadership, and more courses. Consider providing access to
methods that resonate with the ethos of psychological
safety.
Idea Collaboration Tools: Use project management

platforms as innovation boards. Encourage your team to
pin ideas, collaborate, and iterate, fostering a culture of
shared growth.
Safety Assessment & Enhancement: Safety Metrics

Dashboards: Use data visualization tools to present metrics
related to psychological safety, such as feedback
frequency, engagement rates, or sentiment analysis.
Improvement Platforms: Project management tools can be

repurposed to track and manage initiatives to enhance

26
STRATEGY 4
HARNESSING TECH TO
AMPLIFY PSYCHOLOGICAL SAFETY
TECH EXPLORATION WORKSHOP

To truly harness the potential of these tools, consider orchestrating
a "Tech Exploration Workshop" for your organization. Here's a
suggested framework:
TECH SHOWCASE
1 Begin by showcasing different tools
that can aid in fostering
psychological safety. This could be
in the form of brief demos or
presentations.
HANDS-ON EXPERIENCE
2 Allow your team to experiment with
these tools. Set up sandbox
environments where they can freely
explore features.
BRAINSTORMING SESSION
3 After the hands-on segment, gather
your team to brainstorm how they
envision integrating these tools into
their daily tasks
FEEDBACK COLLECTION
4 Conclude the workshop by collating
feedback on which tools they found
most intuitive and aligned with their
needs.
This workshop acquaints your organization with potential tools and

empowers your team to contribute to the tech adoption journey proactively.

27
STRATEGY 5
CULTIVATING A
FEEDBACK-RICH CULTURE
HARNESSING FEEDBACK FOR ORGANIZATIONAL GROWTH
Feedback is more than just a tool for improvement; it's a pathway to
excellence. When your employees are equipped to give and receive
feedback, it paves the way for a culture of continuous evolution.
Here's how you can nurture this environment:
Diverse Feedback Channels: Ensure multiple avenues are

available for your employees to voice their thoughts. It could
range from structured one-on-ones to team retrospectives or
platforms allowing anonymous insights.
Feedback Literacy: Equip your employees with the skills to

offer and accept feedback constructively. This ensures that
feedback becomes a tool for growth rather than a source of
conflict.
Championing Feedback: Shine a spotlight on those who

actively engage with feedback, whether seeking it out or acting
upon it. It sets a precedent that feedback is not just
encouraged but celebrated.
Your Checklist:
Establish Feedback Routines: Initiate regular feedback cycles, such as
monthly one-on-ones or quarterly team retrospectives.
Integrate Feedback Platforms: Adopt platforms that cater to different
feedback preferences, ensuring everyone feels comfortable sharing their
insights.
Roll Out Feedback Training: Organize sessions that focus on the nuances
of delivering and receiving feedback, ensuring it's always constructive
and solution-focused.
Feedback Recognition Program: Introduce a program or system to
acknowledge and reward those who exemplify a proactive approach to
feedback.
Feedback Action Plans: Ensure a clear action plan or follow-up
mechanism to address and implement the suggestions after receiving
feedback.

28
STRATEGY 5
CULTIVATING A
FEEDBACK-RICH CULTURE
INTERACTIVE WORKBOOK: FEEDBACK ROLE PLAY
Objective: Practice giving and receiving feedback constructively.
Instructions:
1. Scenario Cards: Prepare cards with different workplace scenarios where

feedback is required. For example, "A team member consistently misses
deadlines" or "A colleague provided valuable assistance on a challenging
project."
2. Role Allocation: In pairs, one person plays the role of the feedback giver,
and the other is the receiver. Draw a scenario card to determine the
context of the feedback.
3. Feedback Session: The feedback giver communicates their input based on
the scenario. The receiver listens actively, then responds.
4. Reflection: After the role play, both participants fill out the following:
Feedback Giver: Feedback Receiver:

What I communicated well: What I understood from the feedback:
What I could have shared better: How I felt during the process:
How I felt during the process: One thing I learned:
5. Group Discussion: After all pairs have completed the exercise, discuss
insights and learnings.

29
STRATEGY 6
PROMOTING
WORK-LIFE INTEGRATION
BALANCING WORK AND LIFE FOR SAFETY

A stressed employee is less likely to feel psychologically safe.
Promoting a healthy work-life balance ensures your employees
are mentally and emotionally present.
Flexible Work Hours: Let your employees choose their

working hours, within reason, to accommodate
personal commitments.
Mental Health Days: Encourage employees to take days

off when they feel overwhelmed, ensuring they won't
retaliate.
Promote Breaks: Encourage regular breaks during the

workday to refresh and recharge.
Your Checklist:
Implement a Flex-Time Policy: Introduce a system where employees can
adjust their start and end times, maintaining core working hours.
Establish a Mental Health Support System: Provide resources, such as

counseling services or wellness apps, and ensure employees know their
availability
Break-Time Alarms: Use tools or apps to send reminders for employees

to take short, regular breaks during their workday.
Create a "No Work Talk" Zone: Designate a time or day where work
discussions are minimized, allowing employees to disconnect truly.
Host Wellness Workshops: Organize sessions focusing on stress

management, mindfulness, or other well-being topics.
Encourage Physical Activities: Promote team-based physical activities,

like group workouts or challenges, to ensure holistic well-being.
Encourage Physical Activities: Promote team-based physical activities,

like group workouts or challenges, to ensure holistic well-being.

30
STRATEGY 6
PROMOTING
WORK-LIFE INTEGRATION
INTERACTIVE WORKBOOK: PERSONAL SCHEDULE MAPPING
Objective: Balance work tasks with personal activities to achieve

optimal work-life integration.
Instructions:
1. Time Blocks: Divide a sheet into hourly blocks, representing a typical

workday
2. Work Tasks: In one color, fill blocks with specific work tasks, meetings, and
responsibilities.
3. Personal Activities: In a different color, fill blocks with unique activities,
breaks, and self-care routines.
4. Reflection: After mapping, answer the following:
Moments I feel most productive:

Personal activities that rejuvenate me:
Changes I can make for a better work-life balance:
Group Discussion: Share individual schedules, and discuss commonalities,

differences, and insights on supporting each other's work-life integration.

31
STRATEGY 7
DIVERSITY AS A STRENGTH
LEVERAGING DIVERSITY FOR ENHANCED SAFETY
A diverse workforce brings a plethora of perspectives, fostering
innovation and creativity. Ensuring an inclusive environment where
everyone can voice their opinions is crucial.
Diversity Training: Offer training sessions that highlight the

importance of diversity and teach employees to be more
inclusive.
Inclusive Hiring Practices: Ensure your hiring practices

promote diversity, bringing in talent from various
backgrounds and experiences.
Celebrate Diversity: Organize events or sessions where

employees can share their cultures, traditions, and
experiences.
Your Checklist:
Conduct Regular Diversity Audits: Assess the current diversity levels in

your organization and set clear, measurable goals for improvement.
Incorporate Diversity Modules: Introduce diversity and inclusion

modules in onboarding and continuous training programs.
Revise Job Descriptions: Ensure job listings are free from biased
language and appeal to a diverse candidate pool.
Host Cultural Exchange Events: Organize events where employees can

share and learn about different cultures, traditions, and experiences.
Establish Diversity and Inclusion Committees: Create committees or

groups that promote and maintain organizational diversity.
Seek Feedback on Inclusion Initiatives: Regularly gather employee

feedback on the effectiveness of diversity and inclusion initiatives.

32
STRATEGY 7
DIVERSITY
AS A STRENGTHN
INTERACTIVE WORKBOOK: CULTURE EXCHANGE DAY
Objective: Gain insights into different cultures, backgrounds, and

experiences.
Instructions:
1. Culture Cards: Prepare cards detailing different cultures, backgrounds, or

experiences.
2. Pair Up: Each participant draws a card different from their environment.
3. Research & Presentation: Participants research their removed culture and
prepare a short presentation on it, focusing on traditions, values, and
experiences.
4. Reflection: After presentations, participants answer:
What I learned about the culture:
Similarities I found with my own culture:
How this knowledge can enhance inclusivity at work:
5. Group Discussion: Discuss the importance of embracing diversity and how
the organization can promote inclusivity.

33
YOUR ULTIMATE
ACTION PLAN BLUEPRINT

34
YOUR ULTIMATE
KICK-OFF:
Dive deep into the essence of psychological safety. Remember, it's
about creating an environment where every voice, idea, and concern
is genuinely valued.
1. Reflect & Recognize
Psychological Safety Pulse Check Activity: Survey to assess the

current state.
Example: Use an online tool/platform to craft and send out the

survey: "On a scale of 1-10, how would you rate your organization's
psychological safety?" You may use the questionnaire shared at the
beginning of this guide.
Metric: Track the average score and aim for improvement.
SMART Objective example: Achieve a 20% improvement in
psychological safety scores within the next six months.
Proud Moments Activity: Celebrate initiatives or behaviors

already championing psychological safety.
Example: Host a monthly recognition event or spotlight in company

newsletters.
Metric: Number of initiatives recognized.
SMART Objective example: Recognize at least two initiatives per
department each month.

35
YOUR ULTIMATE
2. Vision Crafting
Immediate Dreams Activity: Set targets for the next three months. What
immediate changes can you make?
Example: Implement one new feedback channel or host a workshop on

Metric: Number of targets achieved.
SMART Objective example: Achieve 90% of set targets within the next
three months
Horizon Goals Activity: Envision the state of psychological safety a year

from now.
Example: Aim for a certain percentage of positive feedback or reduced
reported incidents.
Metric: Track progress towards the year-end goal.
SMART Objective example: Achieve 80% of the year-end goals.
Challenge: Overcoming resistance to change.

Solution: Engage all levels of the organization in the vision-crafting
process to ensure buy-in.
3. Strategy Rollout
Custom Strategies Activity: Based on feedback and your vision, tailor the
strategies we've discussed.
Example: If feedback indicates a lack of open communication, one
strategy could be "Implementing Monthly Open Forums."
Metric: Number of strategies successfully rolled out.
SMART Objective example: Implement at least three new strategies
within the next quarter.

36
YOUR ULTIMATE
4. Feedback Flow
Feedback Avenues Activity: Determine which platforms resonate with your

team.
Example: Consider tools for real-time feedback for periodic check-ins.
Metric: Participation rate in feedback sessions.
SMART Objective example: Achieve a 75% participation rate in feedback
sessions within the next three months.
Pulse Checks Activity: Decide on the frequency of feedback sessions.

Example: Monthly feedback sessions or quarterly town halls.
Metric: Number of feedback sessions held.
SMART Objective example: Hold at least ten feedback sessions over
the next quarter.
5. Never Stop Learning
Must-ReadsActivity: Curate a list of insightful articles, books, or papers.

Example: Create a shared Google Drive folder or a channel on Slack for
team members to contribute resources.
Metric: Number of resources shared.
SMART Objective example: Curate at least 20 new resources every
month.
Interactive Sessions Activity: Schedule workshops or webinars.

Example: Host a guest speaker on psychological safety or organize
internal training sessions.
Metric: Number of sessions held.
SMART Objective example: Host at least one interactive session every
month.

37
YOUR ULTIMATE
6. Cheers & Kudos
Kudos Corner Activity: Spotlight teams or individuals championing

Example: Introduce a "Safety Champion of the Month" award.
Metric: Number of awards given.
SMART Objective example: Recognize at least five individuals or teams
every month.
Success Chronicles Activity: Share stories where psychological safety led

to breakthroughs.
Example: Feature success stories in company newsletters or on the
intranet.
Metric: Number of stories shared.
SMART Objective example: Share at least three success stories every
month.
7. Periodic Pit Stops
Feedback Tools Activity: Introduce platforms for feedback.

Example: Consider tools like Officevibe or TinyPulse.
Metric: Usage rate of feedback tools.
SMART Objective example: Achieve a 70% usage rate of introduced
feedback tools within the next six months.
Constructive Feedback Workshops Activity: Organize feedback sessions.

Example: Host a workshop on constructive feedback, emphasizing
positive communication.
Metric: Number of workshops held.
SMART Objective example: Organize at least two feedback workshops
every quarter.

38
No one can put in their best
performance unless they feel
secure.
W. Edwards Deming

39

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A Practical Guide To Creating

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

NAVIGATING THE MAZE: COMMON BARRIERS TO

HOW TO OVERCOME BARRIERS AND PITFALLS WITH PRACTICAL

STRATEGY 1: BUILDING A FOUNDATION IN PSYCHOLOGICAL

STRATEGY 2: DEEP DIVE INTO YOUR PSYCHOLOGICAL SAFETY

STRATEGY 3: CULTIVATING BEHAVIORS THAT BREATHE

STRATEGY 4: HARNESSING TECH TO AMPLIFY PSYCHOLOGICAL

28 STRATEGY 5: CULTIVATING A FEEDBACK-RICH CULTURE

30 STRATEGY 6: PROMOTING WORK-LIFE INTEGRATION

32 STRATEGY 7: DIVERSITY AS A STRENGTH

YOUR ULTIMATE PSYCHOLOGICAL SAFETY ACTION PLAN

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

A Practical Guide to Creating

By the end of this guide, you will:

This version is designed to be direct, emphasizing the practical importance of

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

NURTURING EMPLOYEE COMMITMENT

ELEVATING CUSTOMER EXPERIENCES

MITIGATING ORGANIZATIONAL RISKS

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Misconception Alert: Some might equate psychological safety

Reflect: Are you fully aware of what psychological safety

Reality Check: Operational urgencies or chasing quarterly

Reflect: Are you prioritizing short-term gains over long-term

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Skill Gap: Some might need help articulating organizational

SEEKING EXTERNAL SUPPORT

Support Vacuum: The absence of a trusted advisor or a like-

Reflect: Who are your go-to mentors or communities when you

Measurement Void: Some might not have tangible metrics to

Reflect: How do you measure your organization's psychological

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Comprehensive Resource Compilation: It's essential

Books & Articles: Delve into writings from

Podcasts & Videos: Listen to expert

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Structured Learning Pathways: Engage in active

Online Workshops: Consider workshops that

Cultivate a Learning Community: Encourage

Internal Reflection Sessions: Organize regular

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Take a moment to reflect on the resources and

List down three resources (books,

Consider a recent scenario in your

Based on the strategies discussed in this

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Employee Surveys: Ever thought of giving

Quick Polls: Let's keep the conversation

Safety Chats: Imagine a space where stories

Anonymous Corners: Sometimes, the most

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Performance Metrics: Numbers can speak

Engagement Pulse: Tools like Gallup's Q12

Customer Echoes: Listen to the voices of your

Cultivate a Learning Community: Encourage

Internal Reflection Sessions: Organize regular

A PRACTICAL GUIDE TO CREATING PSYCHOLOGICAL SAFETY IN SMB

Dreaming Together - Immediate Dreams