5 C’s of Psychological Safety
The 5 C’s of Psychological Safety are a framework that helps create an environment where individuals feel safe to express themselves, take risks, and collaborate without fear of negative consequences. These 5 C’s are Clarity, Contribution, Confidence, Comfort, and Connection. Below is an explanation of each, along with examples:
1. Clarity
- Definition: Ensuring that expectations, goals, and roles are clearly communicated and understood by everyone.
- Example: In a team meeting, a manager clearly outlines the project objectives, deadlines, and each team member’s responsibilities. This reduces confusion and ensures everyone knows what is expected of them, making them feel secure in their role.
2. Contribution
- Definition: Encouraging everyone to contribute their ideas and perspectives, and valuing their input.
- Example: During a brainstorming session, a team leader actively invites quieter team members to share their thoughts and ensures all ideas are acknowledged. This makes individuals feel their contributions matter, fostering a sense of belonging.
3. Confidence
- Definition: Building trust and confidence in the team by ensuring that mistakes are treated as learning opportunities rather than reasons for blame.
- Example: A team member makes an error in a report, but instead of reprimanding them, the manager discusses what went wrong and how to improve. This approach helps the individual feel confident to take risks and innovate without fear of punishment.
4. Comfort
- Definition: Creating an environment where individuals feel physically and emotionally safe, and where they can be themselves without judgment.
- Example: A team leader encourages open dialogue and actively listens to concerns without interrupting or dismissing them. This makes team members feel comfortable sharing personal challenges or disagreements.
5. Connection
- Definition: Fostering strong relationships and a sense of camaraderie among team members.
- Example: A team organizes regular informal check-ins or team-building activities, such as virtual coffee breaks or lunch outings. These activities help build trust and strengthen interpersonal connections, making the team feel more united.
Why the 5 C’s Matter:
Psychological safety is critical for high-performing teams. When individuals feel safe, they are more likely to innovate, collaborate, and speak up about potential issues. For example, in a healthcare setting, a nurse who feels psychologically safe is more likely to point out a potential error in a patient’s treatment plan, potentially saving a life.
By focusing on the 5 C’s, leaders can create an environment where people feel valued, respected, and empowered to do their best work.
What Does Psychological Safety Mean at the Workplace?
Who Should Perform a Risk Assessment?
What is a Risk Assessment at Work?
