As a leader: How do you know you really offer a safe space?

The answer is this: just listen and ask yourself, do you hear birds singing away, making their way into your workspace?

When I think of a safe space I’m always reminded of what Christina Maslach, social psychologist and professor emerita of psychology at Berkeley, said during an interview with Harvard Business Review*. “Picture a canary in a coal mine, they are healthy birds, singing away as they make their way into the cave.”

”But, when they come out full of soot and disease, no longer singing, can you imagine us asking why the canaries made themselves sick? No, because the answer would be obvious: the coal mine is making the birds sick.“

Creating a safe space as a leader

Applying this analogy to leadership: if the birds stop singing and you don’t know what the problem is, most likely it’s this: you are not able to offer them a healthy environment in which they feel safe. If your employees remain silent, fall ill, or leave, take that as essential feedback about the space you provided, it’s all about the oxygen.

I noticed some leaders try to frame it as an unlucky series of events. If you listen to their stories they always seem to end up with the wrong birds. But here is the thing: neglecting the workspace risks it turning toxic.

So, having a systemic approach in place encouraging people to speak up isn’t just a nice to have. Employee feedback serves as regular check-ins on the quality of the atmosphere provided at your workplace. Maintaining a safe space is all about carefully cultivating an environment rich in oxygen.

Building a safe space within your organization

Here are 4 straightforward steps to start building a safe space starting by tomorrow:

Communicate Intentions:

• Express your commitment to the team to create a safe and inclusive space.
• Clearly articulate the significance of psychological safety in alignment with organizational goals.

Conduct a Culture Assessment:

• Integrate a feedback loop via tooling, and organize focus groups or one-on-one discussions.
• Evaluate the current workplace culture, spotlighting strengths and areas for improvement
• Act on challenges, employee concerns, and patterns signaling potential lapses in psychological safety.

Identify Potential Barriers:

• Recognize existing barriers hindering open communication or trust.
• Investigate systemic issues, biases, or cultural norms impeding the establishment of a safe space.

Develop a Plan:

• Based on the assessment, craft a plan outlining specific actions to address identified issues.
• Prioritize initiatives with a substantial impact on workplace culture.
• Set measurable goals and establish a timeline for implementation.

By navigating these initial 4 steps, and repeating them regularly you will lead the way toward creating a safe place. By regularly checking in with your team, you will be able to assess the quality of the air over time. At the same time, you lay a great foundation for cultivating a safe space that prioritizes employee well-being, open communication, and a positive organizational culture.

Our platform Noon is designed to integrate the 4 steps within your tech stack and current workflow dynamics. Do you want to discuss concerns or best practices while managing your safe space? Reach out to me!

Sources: *HBR — Burnout is about your workplace, not your people