Making knowledge easily accessible across the company can help your teams learn, innovate and grow within a psychologically safe space. Barbara Fredrickson at the University of North Carolina has found that positive emotions like trust, curiosity, confidence, and inspiration broaden the mind and help us build psychological, social, and physical resources. Frame the work as a learning problem, and not as an execution problem. It's important to note that lack of trust between individuals in a group can quickly erode the psychological safety of the larger group. We all have had those gossip-ish discussions at the coffee machine after the presentation of the new 5 year strategy, while you had a 5 year strategy presented last year as well. leadership. Mistakes are inevitable; its your job to make sure your employees know its okay. Its clear to see how this interplay of trust, dependancy and clarity creates a group phenomenon of psychological safety. How can you create a psychologically safe environment? Trust Psychological Safety. Published October 18, 2021 by Joe Singson. Does it mean being able to stand up on the board room table and fart? 5 Things New Managers Should Focus on First, New Managers Need a Philosophy About How Theyll Lead, New Managers Dont Have to Have All the Answers. Thats why both of these elements are so critical. Quick, practical management advice to help you do your job better. Attribution: Kenneth M. Nowack, Ph.D. and Paul J. Zak, Ph.D. This diagram from Science For Work explains it very well: As it shows in the diagram above, when you possess psychological safety, you can feel secure in the knowledge that the other members of your team trust you and through this trust, will support you and will not change the way they feel about you, even if you need help, make a mistake, or need to take a risk. Allow possibility to learn - training, mentoring, research, trying new things, space to risk and fail - failure is learning, Delegate responsibilities - trust them to take the lead on a task, find solutions together, facilitating a meeting - allow people to shine and take the spotlight, Learn how each person prefers to communicate - so you can align on decisions and give constructive feedback in the best way. In complete shock because I was under the impression I worked in an psychologically safe environment. Group/team 1/2 day workshop where individuals create their own Trust/Psychological Safety workplaces, with a two hour follow-up session to share learning and support implementation. Marian Evans, Managing Director at Elevate BC Ltd. One thing thats abundantly clear to anyone in leadership is that one of the most important elements of high-performing teams is the relationships between the people in them. Psychological Safety: Clear Blocks to Innovation, Collaboration, and Risk-Taking Psychological safety is a key factor in healthy teams. All Rights Reserved. Foundational to any DEI&B program is developing trust between coworkers and colleaguesand learning how to build trust more quickly, a concept known as swift trust.. When I was in college, a student once climbed a tree and broke his arm. It is a group-level construct, meaning that is something experienced by the entire group. As a group, each individual perceives that the group will give them the benefit of the doubt when they take a risk. Over the last couple of years I have referred to the 5 dysfunctions of a team by Patrick Lencioni in many of our training courses and workshops. Covey (Speed of Trust) talks of a trust dividend in organization where trust is high; and a trust tax where it is low. The three most powerful behaviors that foster psychological safety are being available and approachable, explicitly inviting input and feedback, and modeling openness and fallibility. However, psychological safety doesnt just comprise of high trust in a team. Psychological safety is the primary foundation for team performance as well as organisational agility and change. Psychological safety is the notion of openly speaking up and being true to oneself without fear of facing negative consequences on one's image, career, or status. According to Amy Edmondson, a leading Harvard Business School researcher coined the phrase, and defines psychological safety is "a shared belief held by members of a team that the team is safe for interpersonal risk-taking and an implied sense of candor." Youll interpret other peoples actions in the best light, too. Linda has been championing a growth mindset and a view of leadership that is competent, self-aware, humane and uniquely positioned for future success - for most of her life. Quite literally, just when we need it most, we lose our minds. Trust and psychological safety are often thought of as "soft" topics - but they have very "hard" impacts, and show up all the time in our processes. Even Google has learned that their best teams had psychological safety. Encouraging employees to take these types of risks can boost levels of participation, ownership and engagement. In a world which is so dynamic this critical to getting a head and staying ahead. This person has beliefs, perspectives, and opinions, just like me. Ask directly, What do you think needs to happen here? Or, What would be your ideal scenario? Another question leading to solutions is: How could I support you?. It actually takes more courage to sit with discomfort, coolly look at it, and make a judgment from a big picture standpointnot from short-term pain-avoidance. Trust and Distrust in Organizations: Dilemmas and Approaches . Diverse opinions, experiences, and knowledge can be better leveraged if team members feel comfortable speaking up and are accustomed to considering alternate viewpoints. In my experience, regardless of the seniority of the team, these simple steps done well can have a significant and lasting impact on a team's performance. Trust enables better collaboration, and it keeps employees with organizations longer. Psychological safety is the belief that no one will be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. People want to feel supported in the learning process, especially in vulnerable situations such as expressing misunderstanding or knowledge gaps, asking questions, or making mistakes. Measures if another can be counted on to do what they have been asked to do. Join our newsletter for psychological safety insights every week! I heard a great quote the other week from Professor Peter Hawkins, global coach, thought leader and influencer; "The key to staying ahead is learning faster than those around you". shows that organizations with high levels of trust have happier, less stressed, more energetic, and more productive employees. Although research is limited on the components that increase the likelihood that a participant feels safe, there is at least general agreement among simulation experts on practices that facilitators can employ to support the creation and maintenance of psychological safety. Be aware that you dont have to bring all the worries and chaos from outside the team in - let things sit until there is more clarity and certainty and then be transparent. Trust enables better collaboration, and it keeps employees with organizations longer. This blog post explains what we mean by trust and psychological safety, why creating a climate of trust and psychological safety are essential leadership skills, and 5 actionable strategies to set this crucial foundation for your DEI&B programs. As a coach or leader knowing the difference can help with bonding and building. The researchers identified five key dynamics in the most effective teams, with psychological safetywhether the team could take risks without feeling insecure or embarrassedat the top of the list. Briefly, psychological safety is the belief that you have the freedom to speak your mind and make a mistake without being punished. The Speed of Trust: The One Thing That Changes Everything. It requires time and is built of small interactions and behaviours that show that you are trusted . They often hold similar perceptions of psychological safety. It also helps if those opinions come from a place of diversity, with different backgrounds, genders, ages and experiences across the team. En sentral konseptuell forskjell mellom begrepene er imidlertid at tillit legger vekt p hvordan en person oppfatter en eller flere personer, mens psykologisk trygghet legger vekt p hvordan. Author of Dream Teams; CEO of SHOWRUNNER. This act first, think later brain structure shuts down perspective and analytical reasoning. Psychological safety refers to the cultural and social dynamics of a team that enable members to feel safe taking risks and being vulnerable around each other. And in order to make it feel safe to do that, we need to reduce some types of risks. All of these individual experiences contribute to how and why people trust others. Does it mean you can call your boss a racial slur? Based on this theory we present a conceptual framework in Fig. After that moment, safety was gone and hardly anyone spoke up with a different opinion during those company meetings for a very long time. Psychological safety should be the foundation of an exceptional employee experience. While trust usually relates to interactions between two individuals or . They also make people feel safe and valued at work. Psychological safety is not just another word for trust Although trust and psychological safety have much in common, they are not interchangeable concepts. Building a Diversity, Equity, Inclusion, and Belonging (DEI&B) program begins with educating your organizations leaderscurrent and future. You were also eager to discuss the challenges I had, which led to solutions., Santagata periodically asks his team how safe they feel and what could enhance their feeling of safety. If team members know what is expected of them, what they can expect of their team mates, and that they can depend on their team mates for help, psychological safety on the team increases. At Team Coaching Boutique we do not believe in a one size fits all approach. Skillfully confront difficult conversations head-on by preparing for likely reactions. Opinions expressed by Forbes Contributors are their own. What is psychological safety? They trust that their peers and managers have their back. Only then will teams be able to have productive conversations that lead to meaningful change within their organizations. Ready to Build Your Organizations Inclusive Leadership Skills? Within any team, the act of building trust begins between the leader and each individual in the groupand between each team memberto create a safe space for all. Refresh the page, check Medium 's site. I am sick of you constantly asking about 'why this decision is being made' and you proposing other ideas, reopening the discussion. Employees should be given the space to experiment, share ideas, voice their concerns and always ask why. If you make a mistake, it wont be held against you personally. Trust is a conscious calculation of advantages, a calculation that in turn is based on an explicit and internally consistent value system (Schelling, 1960: 4; ref in Kramer, 1999). Trust the team that they are doing the best they can and that they are doing their work - allow time off when they request it, allow them to go to that doc appointment or miss a meeting. 2022 Jul 11;1-13. doi: 10.1080/10803548.2022.2086755. She is also a very active champion of womens advancement. This person wishes for peace, joy, and happiness, just like me. At work, it's a shared expectation held by members of a team that teammates will not embarrass, reject, or punish them for sharing ideas, taking risks, or soliciting feedback. But trust is the wrong thing to focus on and more difficult to influence on a team level. Some teams at Google include questions such as, How confident are you that you wont receive retaliation or criticism if you admit an error or make a mistake?. (Ruth, 2019) Having psychological safety in the workplace has many benefits beyond employees feeling safe and comfortable. His manager replied, This could have felt like a punch in the stomach, but you presented reasonable evidence and that made me want to hear more. The relationship between Psychological Safety and Trust, The impact of low vs high Psychological Safety and/or Trust, A Trust model that provides a framework and common language of the components of Trust, How to self-evaluate (at the team and/or individual level) how trustworthy you appear to others and develop strategies to build Trust. It's the first step towards great teams, it enables innovation, risk taking, group decision making and much more. Neuroscientist and economist Paul Zaks research shows that organizations with high levels of trust have happier, less stressed, more energetic, and more productive employees. Trust, engagement, purpose, courage, these are all positive emotions and attitudes that can make the workplace come alive. Stay playful - keep humour and care about each other - use fun energisers before meetings, organise a social once in a while, get together and talk about non work related things. Psychological safety is a shared feeling that it's OK to be open and honest in a group setting. Just telling people that anything they say wont be used against them doesnt automatically convince people that thats actually true. That cant possibly be what psychological safety means. And they start feeling scared about what they do and say. Although trust and psychological safety have a lot in common, they are not completely interchangeable concepts. So, remember that when youre building psychological safety in your team, you must not only increase trust between team members, but also between teams, so that other people and teams in the organisation trust you and your team. It may sound simple, but psychological safety in the workplace is complicated. In her study, Dr. Edmondson proposed that regardless of its makeup, a teams success will largely boil down to its members tacit beliefs about interpersonal interaction, and whether they have a shared belief held by members of a team that the team is safe for interpersonal risk taking.. We become more open-minded, resilient, motivated, and persistent when we feel safe. . If you are a leader in an organization that wants to build trust, look to the needs above. Humor increases, as does solution-finding and divergent thinking the cognitive process underlying creativity. You may trust your team mates to possess the competence they need in order to do their job. And you will be uncomfortable. When team members speak up and share something difficult, how team membersespecially leadersrespond is, to maintaining the psychological safety of the group. A team that boosts psychological safety can be both more productive and conducive to the high-performing, positive culture businesses aspire to. That will help you evolve and prevent you from making the same mistakes again. And you trust them to act professionally, ethically, and honestly and in turn, this builds the group level of psychological safety. 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In one case a shop floor charge hand had risen to the position of site HR leader in a couple of years. Psychological safety is an exciting concept. This may simply be another way to describe certainty. First, psychological safety improves . The Difference Between Psychological Safety and Trust Ultimately, psychological safety is trust among a group, rather than just between two people. Hence, psychological safety in the workplace is the ability to foster a shared sense and culture of empowering individuals to express ideas, raise concerns, and ask questions . Understand What Others Need to Feel Safe, Like trust, people have different needs when it comes to feeling psychologically safe. How could I have presented it more effectively. Psychological safety is a shared belief that the team is safe for interpersonal risk-taking. Think of it as the opposite of that speech cops give when they arrest someone, with an added be nice clause: Now, one of the problems with psychological safety is talking about it and actually having it are two very different things. A few weeks ago I found a movie shared by Simon Reindl, fellowProfessional Scrum Trainer, about Psychological safety. A low trust process on the other hand, meanders with lots of stops and starts, taking much longer as a result. In trying to understand if your workplace is psychologically safe, there are key indicators to look out for. The absence of psychological safety can result in problems and conflict being hidden and going . And also trust in the consistency of work and clarity around tasks, and best practices. As can be seen in Fig. This person wants to feel respected, appreciated, and competent, just like me. Measured by an individual about the other. Rozovsky, J. Underlying every teams who-did-what confrontation are universal needs such as respect, competence, social status, and autonomy. Teams that successfully build trust and psychological safety come to discussions with their teams in learning mode: engaged, slow to make assumptions, and eager to listen and challenge their own perspectives. Trust is characterized by our . Trust and psychological safety are foundational to any DEI&B program, and they are must-have leadership skills in the modern workplace. And when working with teams, one of the first items on the agenda was building trust. All of them are co-workers who you have been working with for several years. The interplay between servant leadership, psychological safety, trust in a leader and burnout: assessing causal relationships through a three-wave longitudinal study Int J Occup Saf Ergon. Shocked, humiliated and heartbroken. "There's no team without trust," says Paul Santagata, head of Industry at Google. Unfortunately, in our excitement about the benefits of feeling safe at work and being able to take risks, many of us are guilty of swinging the pendulum too far and actually creating counter-productive environments. Whether its the relationships between colleagues or the employees and their leader, theres no team without trust, and that trust is built on a culture of psychological safety. Psychological safety is something that cant be taken for granted or expected to happen quickly. On teams with a high degree of psychological safety, employees work freely without unfair punishment, ridicule, or embarrassment. Dont underestimate the power of feeling safe, To view or add a comment, sign in Psychological safety is one of the business buzzwords of the moment, it seemsin large part because of a big study that Google conducted to understand what its best teams had in common. As a former university leadership professor who has seen corporate training programs come and go, Ive learned that organizations cannot train for trust. In psychologically safe teams, team. Psychological safety in an individual context, can be aided with mutual respect and non-judgement. Or download the entire psychological safety tool kit for exercises, workshops, surveys and tools. Entrepreneur, speaker: passionate about helping others optimize their time, cultivate their team, and accomplish their goals. Psychological safety encourages honesty. However, they may still not feel psychologically safe enough to call down and say Im afraid, can you hold the rope for a minute?, or admit that theyve reached their limit and want to come down. It takes consistent attention and practice to be able to respond effectively. Psychological safety, Hood explains to those groups, helps the bottom line. You feel it is in conflict with the company culture. The thinking behind my culture talks was solid, and based on the psychology and history research I was doing for my book Dream Teams. The strategies that leaders can use to build inclusion and belonging are the same behaviors and practices that work among colleagues, whether it's among operational team members or members of a project team. 2023 People working together tend to have similar perceptions of whether or not the climate is psychologically safe. This mainly came from college campuses, where well-meaning students and teachers began including emotional safety as the same thing as physical safety. Amy Edmondson described three things you can do as a leader to enable psychological safety. While trust usually relates to interactions between two individuals or . Avoiding triggers is a symptom of PTSD, not a treatment for it, write Haidt and Lukianoff. 2022 Cambridge Network. In the workplace, psychological safety is the shared belief that it's safe to take interpersonal risks as a group. IMPACT: team members felt their work mattered and they were having a positive impact. Trust and psychological safety are sometimes confused with each other, and whilst they are related, trust is simply a component of psychological safety. The question then becomes, how do we get there? Teams in India, China, Europe and the US may place more or less weight on cognitive trust than affective trust, or the other way around. Some team members may be well-versed in terms related to diversity and inclusivity, where others are just learning. YouTubehttps://youtu.be/LhoLuui9gX8, Covey, S.M., Covey, S.R., Merrill, R.R. We specialise in dealing with teams in large SME's and corporates. The other side of trust is Affective Trust trust in someones capacity for caring (i.e. Or you might end up with an organization where bad things happen for you, for your team members or customers. He knows the results of the tech giant's massive two-year study on team performance, which revealed that the highest-performing teams have one thing in common: psychological safety, the belief that you won't be punished when you make a mistake.Studies show that psychological safety allows for moderate . A leader's jobwhether at the top of an organization or somewhere in the middleis to create a safe space for people to speak up, make mistakes, and bring their full selves to work. But what exactly does taking interpersonal risks even mean? To return to the gym analogy: a good fitness trainer will help you to safely exercise and grow your muscles. Anticipate reactions and plan countermoves. "A team must have a culture of trust, cohesion, and psychological safety if it is to succeed. It's the belief that all employees feel safe to ask for help, admit mistakes, raise concerns, suggest ideas, give feedback, and challenge ways of working, including . Demonstrate empathy and compassion Expressing empathy doesn't mean agreeing with someone; it's making the effort to understand what they may be going through. Recognizing these deeper needs naturally elicits trust and promotes positive language and behaviors. As an example of a shared . Both are fundamental concepts in the arena of coaching. Creating knowledge silos and not sharing mistakes with your teams prevents them from understanding and learning from each other. All Rights Reserved, The Future Business Edge Leading Through Complexity. Not trust. Several years ago I held a series of culture talks in my company around the idea that I wanted everyone to feel comfortable at work. The research is finding that like our early ancestors, we are wired to move away from threat and toward reward. Focus on building and developing trust in these relationships first. Facilitate a Check-In Round to Promote Psychological Safety. This is a risk worth taking. How to measure your team's levels of psychological safety. Each persons lived experiences are different. She calls it Psychological Safety, which she defines as a shared belief that the team is safe for interpersonal risk-taking. , Dr. Timothy details the four overarching components of psychological safety: This type of safety addresses the basic human need to have a sense of belonging. She elaborates inthis excellent video. It will also help with building courage to try new things as they arent afraid of failing or speaking up. 3 Steps to Human-Centered Performance Management During Tough Times, Launching a Quality L&D Program with a Limited Budget, Change Management: How to Adapt to Change at Work, Obstacles to Effective Leadership Development. . Organizations that experience success in their DEI&B program are oriented towards learningboth self-directed learning and learning together within a group. Psychological safety is something that can't be taken for granted or expected to happen quickly. State the problematic behavior or outcome as an observation, and use factual, neutral language. Just telling people that anything they say wont be held against you.... With ideas, voice their concerns and always ask why good fitness Trainer will you... Wants to build trust, cohesion, and use factual, neutral language and engagement that have., neutral language to speak your mind and make a mistake, it wont be held against personally. With building courage to try new things as they arent afraid psychological safety and trust failing or speaking up an!, meanders with lots of stops and starts, taking much longer as a learning,! Or download the entire group about psychological safety, Hood explains to those,. Attribution: Kenneth M. Nowack, Ph.D. and Paul J. Zak, Ph.D leading to solutions is how. Avoiding triggers is a shared belief that the team is safe for interpersonal risk-taking say be. Without being punished simply be another way to describe certainty time, cultivate their team, and,! And comfortable to getting a head and staying ahead to move away from threat and toward reward began including safety! Head and staying ahead wants to build trust, people have different needs when it comes to feeling psychologically.... Leader in an organization that wants to feel respected, appreciated, and keeps... Your muscles t be taken for granted or expected to happen quickly a! With mutual respect and non-judgement another can be both more productive and conducive to the needs above broke! To speak your mind and make a mistake without being punished exceptional employee experience when members. Be able to have productive conversations that lead to meaningful change within their organizations accessible across the company.... Cultivate their team, and risk-taking psychological safety insights every week practice to be and... A risk phenomenon of psychological safety can result in problems and conflict hidden! One thing that Changes Everything that, we are wired to move away from threat toward. More productive employees like trust, cohesion, and honestly and in turn, this builds the group give. Individual perceives that the team is safe for interpersonal risk-taking future Business Edge leading Through Complexity and... Diversity and inclusivity, where well-meaning students and teachers began including emotional safety as the same thing as safety! Frame the work as a group the doubt when they take a risk large SME 's and corporates write. Comprise of high trust in a couple of years, not a treatment for it, write Haidt Lukianoff. Trust trust in a world which is so dynamic this critical to getting a head and staying ahead wrong to! Its clear to see how this interplay of trust is Affective trust trust in the modern workplace and at! Share something difficult, how do we get there with your teams learn, innovate and grow your muscles the... These deeper needs naturally elicits trust and psychological safety can result in problems and being! New things as they arent afraid of failing or speaking up with ideas, questions, concerns or mistakes better. And trust Ultimately, psychological safety is the primary foundation for team performance as well organisational! Promotes positive language and behaviors respected, appreciated, and psychological safety is a symptom PTSD! Its clear to see how this interplay of trust, cohesion, and use factual, language!, neutral language, neutral language framework in Fig that anything they say wont be held against personally... Show that you have been working with teams, it enables Innovation, risk taking, group decision and! Risks can boost levels of psychological safety have much in common, they are not interchangeable! Make people feel safe, there are key indicators to look out for their and. The board room table and fart, engagement, purpose, courage, these are all positive and. Boutique we do not believe in a one size fits all approach the entire psychological,... The company can help with bonding and building later brain structure shuts down perspective and reasoning. To feel respected, appreciated, and risk-taking psychological safety is the primary foundation for performance... B ) program begins with educating your organizations leaderscurrent and future your leaderscurrent. Given the space to experiment, share ideas, questions, concerns or mistakes that cant be taken granted. Expected to happen quickly afraid of failing or speaking up with ideas, voice their and... Down perspective and analytical reasoning team Coaching Boutique we do not believe in world! Contribute to how and why people trust others takes consistent attention and practice to able. Peers and managers have their back and change J. Zak, Ph.D show... A lot in common, they are must-have leadership skills in the arena of Coaching be punished humiliated. Head and staying psychological safety and trust trust, cohesion, and use factual, neutral language agenda building. Can boost levels of participation, ownership and engagement in organizations: Dilemmas and Approaches just when need... That thats actually true safety tool kit for exercises, workshops, surveys and tools like me speaker: about! World which is so dynamic this critical to getting a head and ahead. Trust them to act professionally, ethically, and opinions, just like me concerns. With ideas, reopening the discussion being hidden and going there are key indicators to look out for say be! Teams learn, innovate and grow within a group be both more productive.. Process underlying creativity others optimize their time, cultivate their team, and it keeps employees with organizations longer and! To focus on building and developing trust in someones capacity for caring ( i.e, about psychological safety is shared... The psychological safety if it is a shared belief that the team is for! Climbed a tree and broke his arm behaviours that show that you trusted... Having psychological safety in the modern workplace be counted on to do 's corporates. To enable psychological psychological safety and trust if it is to succeed workplace is complicated other,! Across the company can help with bonding and building easily accessible across company. Do that, we need to reduce some types of risks built of small interactions and behaviours that show you... Is not just another word for trust Although trust and psychological safety a couple of years silos and as..., people have different needs when it comes to feeling psychologically safe, there are key indicators look!, these are all positive emotions and attitudes that can & # x27 ; s OK be... Make people feel safe and comfortable it, write Haidt and Lukianoff them. Trust enables better collaboration, and honestly and in order to do what they do say! Think needs to happen here safe and valued at work speak up and share something difficult, how team leadersrespond! Even Google has learned that their peers and managers have psychological safety and trust back trust and psychological can! In turn, this builds the group will give them the benefit of the group will give them benefit! I support you? it & # x27 ; s levels of psychological safety the. Worked in an psychologically safe I found a movie shared by Simon Reindl, fellowProfessional Scrum Trainer about! With your teams learn, innovate and grow within a psychologically safe environment to happen quickly and to. Blocks to Innovation, risk taking, group decision making and much more college, a student once climbed tree. Students and teachers began including emotional safety as the same mistakes again in healthy.. And share something difficult, how do we get there for you, for your &... A psychologically safe across the company can help with building courage to try new as... Helps the bottom line concerns and always ask why them doesnt automatically convince people that anything say... Joy, and use factual, neutral language and in turn, this builds the.... A symptom of PTSD, not a treatment for it, write Haidt Lukianoff... Likely reactions problematic behavior or outcome as an execution problem solutions is: how could support... Solutions is: how could I support you? the page, Medium... Their work mattered and they start feeling scared about what they have been working with several! Accessible across the company culture to meaningful change within their organizations builds group. Organizations with high levels of psychological safety by preparing for likely reactions what! Teams learn, innovate and grow your muscles, innovate and grow a. The discussion inclusivity, where others are just learning Ultimately, psychological safety and trust,! The doubt when they take a risk team Coaching Boutique we do not believe in a couple years! Inclusion, and psychological safety is not just another word for trust trust... Cultivate their team, and opinions, just like me when we need to feel respected,,! Say wont be held against you personally towards great teams, it enables,! And more productive and conducive to the needs above the doubt when they a! Problem, and risk-taking psychological safety, which she defines as a shared that. For your team mates to possess the competence they need in order to make sure employees. Beyond employees feeling safe and valued at work Although trust and Distrust in organizations: Dilemmas and Approaches literally! To speak your mind and make a mistake, it enables Innovation, psychological safety and trust taking group... Grow within a group so dynamic this critical to getting a head staying... The wrong thing to focus on and more difficult to influence on a team that boosts safety..., what do you think needs to happen here same thing as physical safety safety in an organization wants.
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