How leaders can create psychological safety for their team is something that should be paramount for all leaders. In the fast-paced world of creative industries, where innovation and collaboration are paramount, the concept of a Circle of Safety can be a game-changer for leaders and their teams. Coined by Simon Sinek in his book “Leaders Eat Last,” the Circle of Safety is all about creating an environment where team members feel secure, valued, and empowered to do their best work.
I’ve worked for leaders who made me feel that they really ‘had my back’ and that support truly opened up doors for creativity and risk taking. Exciting and fulfilling work took place. I’ve also worked for leaders who made me feel like they’d sell me out in a heartbeat if it meant it would advance their own career and that felt like walking on eggshells the whole time. Not much of any value was created in those circumstances. This was true in my work in the theatre and true in my work in universities.
The person who links whatever circle you are working in (the leader) either creates a sense of safety, or they don’t. But their success or failure to achieve this is directly related to the success of the team and the project.
If you’re a leader, here’s some ideas of how to create this circle of safety.
Creating a Safe Environment
At the heart of the Circle of Safety is the idea of protecting your team from external threats and internal conflicts. When people feel safe, they are more likely to take risks, innovate, and contribute their best efforts to the organisation’s goals. This sense of security allows team members to relax, which then allows them focus on their work without the fear of being undermined or judged.
As a leader, it’s your responsibility to create this safe environment. Start by fostering open communication and encouraging team members to express their ideas and concerns without fear of retribution. Ask members of your team their point of view on problems. Practice collective decision making, rather than siloed decision making. Show genuine interest in your teams’ thoughts and well-being. Make it clear that their safety and success are your top priorities – often the best way to do this is to ask ‘how can I support you’ rather than making assumptions about what they need. Be humble enough to recognise that you don’t have all the answers.
Building Trust and Empathy
Trust and empathy are the foundation of a Circle of Safety. Without these elements, it’s impossible to create a truly safe and supportive environment. Trust is built through consistent actions and transparent communication. Be honest with your team, even when the news isn’t good. This transparency fosters trust and shows that you respect and value your team.
Empathy, on the other hand, is about understanding and sharing the feelings of others. As a leader, you need to demonstrate genuine care and concern for your team members. This can be achieved through active listening, acknowledging their emotions, and offering support when needed.
Recognise your team have 360-degree lives that impact their time at work – are there ways you can support them? When I managed a team, I was always as flexible as I could when the mothers and fathers on my team needed to support their children. I knew that if I supported them when they were in a bind, they’d be far more likely to support me when I was in a bind. In doing so, you engender trust and loyalty. When team members feel understood and valued, they are more likely to trust you, and each other, and go the extra mile for the team to succeed. Teams that have each other’s backs, which is set by the leader, create and succeed in ways that teams that lack these qualities do not.
Fostering a Supportive Culture
A supportive culture encourages team members to support one another and work together towards common goals. Leaders should act as “circle makers” who focus on creating a strong, cohesive team rather than advancing their own careers at the expense of others. This means recognizing and celebrating the achievements of your team, providing opportunities for growth, and creating a sense of belonging.
Encourage collaboration and teamwork by setting up regular check-ins and team-building activities. These can be as simple as weekly meetings to discuss progress and challenges or more elaborate events like team retreats. The goal is to create a sense of unity and shared purpose that motivates everyone to work together towards common objectives.
I was recently coaching a leader who was making a ‘good news’ speech to their team about the organisation’s success. I suggested that they emphasise that the company’s success was due to staffs’ contributions and that this leader appreciated those contributions. The leader expressed hesitation to do this because it might mean staff would all be expecting a raise! This struck me as short-sighted thinking. Compensation matters but so does feeling valued at your work.
The Role of Leaders
Leaders play a crucial role in establishing and maintaining the Circle of Safety. They need to be consistent and intentional in their efforts to build trust and create a safe environment. This involves being transparent, setting clear expectations, and addressing issues promptly and fairly. Mindfulness and self-awareness in a leader will support you in this work.
Remember, leadership is not about being in charge; it’s about taking care of those in your charge.
By prioritising the well-being of your team and creating a Circle of Safety, you can foster a culture of trust, collaboration, and innovation. This not only enhances individual performance but also contributes to the overall success of the organisation.
Conclusion
Building a Circle of Safety is essential for any leader looking to create a thriving team, whether in the creative industries or elsewhere. By focusing on creating a safe environment, building trust and empathy, fostering a supportive culture, and leading with intention, you can empower your team to achieve their full potential.
Take the first step today and start building your Circle of Safety.
What actions have you experienced, whether as leader or as team member, that contributed to creating a Circle of Safety?
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