Creating a Safe Space for Training Discussions

Psychological safety is crucial for manager development programs. Here's how learning designers can create safer spaces for learning. It's hard for leaders to admit not knowing something. However, this vulnerability is essential to up-skilling and learning. That's where psychological safety comes in. Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Here's how to design manager development programs that prioritize psychological safety: ⚽️ Normalize Practice. There's a common misconception that you're born a great manager. But this is a skill! That means practicing hard conversations, strategy plans, and more. Learning leaders can normalize practice by... ↳ Designing role play environments around real-life manager situations ↳ Encouraging HRBPs to drive practice, not just answers ↳ Teaching managers which situations require preparation and practice 👋 Design Peer Spaces. Management isn't a solo sport and every manager goes through the same situations without realizing it. Peer-to-peer environments can help. Learning leaders can lean on peer-to-peer spaces by... ↳ Designing manager support groups and discussion spaces ↳ Setting clear rules around confidentiality and not recording sessions ↳ Encouraging not knowing and asking for help ⭐️ Model Vulnerability. Managers can feel the pressure to know everything and often rush to answer questions or situations. This is where mistakes happen. Learning leaders can model vulnerability by... ↳ Defining great leadership as an always-learning state ↳ Celebrating good questions, pausing to get back, and asking for help ↳ Showing various avenues where managers can ask questions 🙌 Admit Mistakes. Managers can also feel the pressure to be perfect given the high stakes. But no one's perfect! Learning leaders can celebrate mistakes by... ↳ Thanking managers when they bring up mistakes or errors ↳ Teaching managers how to own up to mistakes and find solutions w/ teams ↳ Showing how humility and apologies can build trust and rapport 🌱 Drive Mentorship. Your experienced leaders are your best resource for manager development. Learning leaders can lean on mentorship by... ↳ Creating mentorship programs and matching for newer managers ↳ Teaching mentors how to run sessions and build safety in their 1:1s ↳ Teaching managers what kinds of questions they can bring to mentors 🌱 Build HRBP Trust. Your HRBPs are there for a reason, but it only works with trust! Learning leaders can build HRBP trust by... ↳ Teaching managers what kinds of questions HRBPs can help with ↳ Building deeper touch points between HRBPs and their populations ↳ Celebrating when managers ask for help How do you build safe spaces for learning? Let us know in the comments! #learninganddevelopment #leadership #management #hr #peopleops

Most teams aren’t unsafe— they’re afraid of what honesty might cost.👇 A confident team isn’t always a safe team. Real safety feels like trust without fear Psychological safety isn’t about being nice. It’s about building an environment where truth can exist — without penalty. Where people speak up because they believe they’ll be heard, Not just to be loud. Here’s how to create a space where honesty doesn’t feel risky: 10 Ways to Foster Psychological Safety in Your Team 1️⃣ Acknowledge mistakes openly ↳ Normalize imperfection so everyone feels safe owning up. 2️⃣ Ask for feedback on your own performance ↳ Leaders go first. 3️⃣ Celebrate questions, not just answers ↳ Curiosity signals trust. 4️⃣ Pause for the quiet voices ↳ “We haven’t heard from X yet. What do you think?” 5️⃣ Replace blame with ‘Let’s find the cause’ ↳ Shift from finger-pointing to problem-solving. 6️⃣ Speak last in discussions ↳ Let others lead; you’ll hear their raw perspectives. 7️⃣ Reinforce confidentiality ↳ Discuss ideas without fear they’ll be shared publicly. 8️⃣ Encourage respectful dissent ↳ Conflicting views spark creativity. 9️⃣ Admit you don’t know ↳ Authenticity paves the way for others to do the same. 🔟 Offer thanks for honest feedback ↳ Show appreciation for candor, even if it stings. 1️⃣1️⃣ Set clear expectations for respectful communication ↳ Clarity creates comfort and consistency. 1️⃣2️⃣ Create space for personal check-ins, not just work updates ↳ Human connection builds trust faster than status updates. 1️⃣3️⃣ Invite rotating team members to lead meetings ↳ Empowering others signals trust and grows confidence. 1️⃣4️⃣ Support team members who take thoughtful risks ↳ Reward courage even when outcomes aren’t perfect. 1️⃣5️⃣ Recognize effort and growth, not just outcomes ↳ Celebrate the process, not just the win. Psychological safety doesn’t grow from good intentions, It grows from repeated proof that honesty matters more than perfection. ❓ Which one will you try first? Let me know in the comments. ♻️ Repost to help your network create safer, more trusting workplaces. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

Recently a colleague asked me, “Laura, how are you able to get a group of complete strangers to bond so quickly?” It made me pause and reflect on my approach. Creating a strong bond among individuals is rooted in fostering psychological safety, shared experiences, and vulnerability. Here are some strategies I employ: 1. Establish a Shared Purpose Early On: - Define the group's purpose clearly. - Focus on the intention behind the gathering, promoting authenticity over perfection. 2. Initiate Vulnerability-Based Icebreakers: - Dive beyond surface-level introductions by asking meaningful questions: - "What's a personal achievement you're proud of but haven't shared with the group?" - "What challenge are you currently facing, big or small?" - "What truly motivated you to join us today?" These questions encourage genuine connections by fostering openness and humanity. 3. Engage in Unconventional Activities Together: - Bond through unique experiences such as: - Light physical activities (get outside and take a walk) or team challenges. - Creative endeavors like collaborative projects or improvisation. - Reflective exercises such as guided meditations followed by group reflections. 4. Facilitate "Small Circle" Conversations: - Encourage deeper discussions in smaller groups before sharing insights with the larger group. - Smaller settings often lead to increased comfort, paving the way for more profound interactions in larger settings. 5. Normalize Authentic Communication: - Lead by example as a facilitator or leader by sharing genuine and unexpected thoughts. - Setting the tone for open dialogue encourages others to follow suit. 6. Highlight Common Ground: - Acknowledge shared themes and experiences after individual shares. - Recognize patterns like shared pressures, transitions, or identity struggles to unify the group. 7. Incorporate Group Rituals: - Commence or conclude sessions with grounding rituals like breathwork, gratitude circles, one on one share. In what ways have you been able to create cohesion quickly amongst a group of individuals in a training session? #fasttracktotrust #humanconnection #facilitatedconnection

Ever been on a team that's too quiet? Not focused-quiet. But hesistant-to-speak-up quiet. I once worked with a leader whose motto was: "Silence is 100% agreement." We would chuckle politely. Our silence wasn't agreement. It was fear. Here's what I've learned after nearly two decades coaching people leaders. People don't need to find their voice. They need to feel safe using it. Here are 6 ways to create that safety, without forcing anyone to speak before they're ready: 1. Listen to learn ↳ Pause before responding: "Help me understand your thinking on…" ↳ Reflect back: "Here's what I heard, did I get that right?" ↳ Let people know when their input reshapes your thinking 2. Build confidence before the spotlight ↳ Pair teammates as "thinking partners" to test ideas before meetings ↳ Use 1:1s to help less vocal members frame input as exploratory questions ↳ Normalize iterations. "What if we considered…" often sparks breakthroughs. 3. Model transparent communication ↳ Share your thinking: "Here's my view and why I see it this way…" ↳ Be open about uncertainty. It gives others permission to speak ↳ It's okay to change your mind in public when presented with strong alternatives 4. Facilitate solution-building sessions ↳ Ask: "What would success look like for everyone involved?" ↳ Use "Yes, and…" to build momentum, not shut it down ↳ Try brainstorm rules: build on others' ideas before introducing new ones 5. Disagree without making it personal ↳ Start with: "We're debating the approach, not anyone's expertise" ↳ Use neutral framing: "There are different perspectives here" ↳ Keep feedback focused on outcomes and impact, not personality 6. Make space for the quiet thinkers ↳ End with: "Let's reflect for 24 hours before deciding" ↳ Send pre-reads with clear reflection prompts ↳ Start key conversations with a few minutes of silent thinking When you shift from demanding participation to designing for it, you're not just changing meetings. You're redefining how power flows through your organization. How do you create space for insight that isn't loud? ♻️ Feel free to share if you're working toward conversations where every voice has room. ➕ If you lead people, this space is for you. Follow me, Michelle Awuku-Tatum for insights on: ↳ Human-centered leadership, resilient teams, and intentional culture.

𝗛𝗼𝘄 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗲 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 𝘄𝗵𝗲𝗻 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲'𝘀 𝗰𝗮𝗺𝗲𝗿𝗮𝘀 𝗮𝗿𝗲 𝗼𝗳𝗳 Virtual facilitation can be challenging. You're staring at a sea of black boxes, speaking into what feels like a void. How do you know if people feel safe to learn when you can't read their body language or make eye contact? Here's the reality: Psychological safety—the belief that you can make mistakes, ask questions, and share opinions without facing rejection—is just as crucial in virtual spaces. Maybe more so. Some learners actually feel SAFER virtually:  ✅ They can keep cameras off if they want  ✅ Less performance anxiety  ✅ Reduced noise and distractions  ✅ More processing time for introverts But others feel MORE vulnerable:  ❌ Can't gauge facilitator's reaction  ❌ Breakout rooms with no oversight  ❌ Tech failures create embarrassment  ❌ Harder to read group dynamics So, how do you create safety in the virtual void? 𝗕𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘀𝗲𝘀𝘀𝗶𝗼𝗻: • Give explicit instructions for breakouts • Explain what to do if tech fails • Let people know they can message you privately 𝗗𝘂𝗿𝗶𝗻𝗴 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗶𝗼𝗻: • Use the chat strategically—it gives introverts a voice • Check in frequently: "How are we doing? Use reactions to show me." • Address the elephant: "I know it's weird talking to black boxes..." • Model vulnerability: "My internet might cut out—if it does, just keep going!" 𝗧𝗵𝗲 𝗴𝗮𝗺𝗲-𝗰𝗵𝗮𝗻𝗴𝗲𝗿: Gather feedback specifically about safety. Ask: "Do you feel listened to? Do you feel safe to take risks here?" Remember: You can't guarantee safety for everyone, but you can create "safe-ish" spaces where most people can learn. 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿𝘀: 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗵𝗲𝗹𝗽 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝘀𝗮𝗳𝗲 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁 𝘀𝗲𝗲 𝘁𝗵𝗲𝗶𝗿 𝗳𝗮𝗰𝗲𝘀? 𝗦𝗵𝗮𝗿𝗲 𝘆𝗼𝘂𝗿 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀—𝘄𝗲'𝗿𝗲 𝗮𝗹𝗹 𝗳𝗶𝗴𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗼𝘂𝘁 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿! 👇 P.S. If you want to grow as a PD facilitator, here’s my free Three Mistakes You’re Making with Your PD… and What to Do Instead tool: h͟t͟t͟p͟s͟:͟/͟/͟b͟r͟i͟g͟h͟t͟m͟o͟r͟n͟i͟n͟g͟t͟e͟a͟m͟.͟a͟c͟t͟i͟v͟e͟h͟o͟s͟t͟e͟d͟.͟c͟o͟m͟/͟f͟/͟2͟3͟6͟ #VirtualPD #ProfessionalDevelopment #PsychologicalSafety #OnlineLearning