The Foundation to Build Your Team

This morning I joined a call with nurse leaders from several ICAHN hospitals to talk about education opportunities that ICAHN could provide new supervisors. One person mentioned the need for psychological safety for new leaders. The question was then asked, “What is psychological safety?”

I did a quick google search of psychological safety in healthcare, and this is what I found: psychological safety refers to an individual's perception of feeling safe within a group, allowing them to express their thoughts, opinions, and concerns without fear of negative consequences. In the healthcare industry, where high-stress environments and critical decision-making are the norm, psychological safety plays a pivotal role in the success and well-being of healthcare professionals.

The Tone You Set

A pivotal role, and it starts with the culture of your hospital, unit, department, or floor. I think all of us remember those super intimidating leaders who we were afraid to approach. Maybe they appeared to be smarter than you, or they would dismiss your ideas without listening.  Maybe they liked to always be right and didn’t like to be challenged or maybe there were negative consequences if you raised a concern. Early in my career, I worked at a facility with a Director of Nursing who fostered an inner circle of favored employees who would bully and make fun of anyone who was new or didn't agree with the DON. She was scary and you can guess what kind of culture she established. What I found so interesting about her was how many people, CEO and Board members included, who let the behavior slide because, “she’s good at her job.”  Was she?  No. There was no respect, no communication, and no trust.  Good patient care is only part of the job.

Anytime we talk about workplace culture, it forces us to look at ourselves first. Trust is the cornerstone of psychological safety and a positive culture. As a leader, you want to think about how you can establish trust by actively listening to your team members, showing empathy, and demonstrating a commitment to their well-being. Encouraging open communication channels, such as regular team meetings, one-on-one check-ins, and feedback sessions, enables your team members to express their ideas, seek clarification, and address challenges without hesitation.

Creating an Emotionally Safe Environment

Psychological safety, and ultimately your workplace culture, flourishes when team members feel valued and respected. The change from negative to positive happened instantly in the facility I referenced above when a new CEO saw through the games and fired the DON on the spot. The new Director focused her leadership on a shared purpose, encouraging interdisciplinary teamwork and recognizing and appreciating individual contributions. Wow! What a change. And here's the thing, the patient care we always thought was good became even better.  Culture and leadership makes a difference.

This week, take some time to think about psychological safety. If you are a Brene Brown fan, pull out her book, Dare to Lead, or read it for the first time. Brene has so many great insights, but she really focuses on the idea that as leaders we must be vulnerable and that we need to lean in to that vulnerability to create emotionally safe places for our teams. Brene said it best when she stated, “Vulnerability sounds like truth and feels like courage. Truth and courage aren’t always comfortable, but they’re never weakness.”

We all deserve to feel comfortable and accepted at work. By fostering trust, promoting open communication, embracing mistakes as learning opportunities, and supporting professional growth, you can create a culture that values psychological safety. By prioritizing the well-being and development of each other, you can build resilient, collaborative teams that thrive in delivering high-quality care while ensuring the overall satisfaction and happiness of your staff. That's how I see it this week from where I sit.