Creating Psychological Safety

An Assessment for Team Leaders

Use this scale to rate your level of agreement with each of the following statements about your current team:

1-Strongly Disagree
2-Disagree
3-Neutral
4-Agree
5-Strongly Agree

Your results will be sent to you via email.

Setting the Stage - Learning as we Perform the Work

I frequently talk with my team about how complex, interdependent, or uncertain our work is to clarify the work we are doing and to help them understand that we have a lot to learn in addition to the goals we need to accomplish.(Required)

In almost all conversations with team members, I make sure we all have the same understanding of the work we are doing.(Required)

I take into account the type of work my team does when addressing types of mistakes that are and are not acceptable and useful to learn from.(Required)

I often stress that what is new to us and will not always be possible to get right the first time we attempt it.(Required)

I often point out that small failures are helpful because they lead to subsequent improvements.(Required)

I talk about why our work matters, why it makes a difference, and who is impacted.(Required)

I often tell my team what’s at stake for the team, the organization, and stakeholders, regarding the work of the team even if they are tired of me talking about it.(Required)

Inviting Team Members to Speak Up & Participate

When I don’t know something, I make sure all team members know that I don’t have all the answers.(Required)

I often emphasize the importance that we as a team stay humble and curious about what’s to come and that we can always learn something new.(Required)

Instead of telling my team what to think or do, I almost always ask good questions that are not rhetorical or imply what I think is true.(Required)

Instead of telling my team what to think or do, I almost always ask a good variety of questions of my team that are open-ended and require them to think deeply about the issue.(Required)

Responding Productively to Team Member Questions, Failure, and Bad News

I listen thoughtfully to what team members tell me and indicate that what they say matters.(Required)

I almost always acknowledge or thank team members for bringing an idea or question to me, even if it’s likely the idea won’t work or the question is irrelevant.(Required)

I do what I can to destigmatize failure and even celebrate intelligent failures that taught us something.(Required)

When a team member brings me bad news, I do what I can to avoid “shooting the messenger” in an effort to make the interaction a positive experience.(Required)

When a team member has made a mistake or experienced a failure, I offer support and guidance regarding their next steps.(Required)

I clarify boundaries around what is and is not acceptable regarding performing our work and interacting with each other.(Required)

I have made sure my team knows the processes, procedures, and policies that are applicable to their work.(Required)

When a team member violates company policy, processes, and procedures or team processes and agreements, I respond to clear violations in an appropriately tough manner to influence future behavior for that individual and for the team.(Required)

Name(Required)

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Email(Required)

Scoring:

After you complete the form, the scoring will be provided.