THE PROBLEM
Whatever your approach to having difficult conversations, one thing I think we can all agree on is the need to create the conditions for productive discussions & sadly how often this is not where we end up.
SO WHAT IS PSYCHOLOGICAL SAFETY EXACTLY…
In short it is our employees sense of being able to show themselves (take risks, express ideas & concerns, question & admit mistakes) in the workplace without fear of negative consequences to their identity, status or career according to Amy Edmondson who coined the phrase more than 20 years ago.
…AND HOW DO WE GO ABOUT CREATING IT?
Long before they have entered the room your employee’s brain will be trying to work out the level of certainty, that those on the other side of the table will behave in a way that they expect & will not impact them negatively.
In short they are trying to regulate between how much reward (think opportunity & benefit) there may be on offer versus how much threat (what could go wrong both now & in the future) may also be present.
SIX SIMPLE WAYS TO CREATE PSYCHOLOGICAL SAFETY
Be great at scene setting
Be clear ahead of the session about the purpose of the conversation & what the expectations are for both of you. Even if there is a negative connotation – it is better that they come in knowing that
Start with positive intent
Identifying an individual’s strengths along with what is working well creates the permission to talk about what they may need to work on or improve.
Address breaches
When you do choose to talk about setbacks or failure removing any associations of shame or disgrace are key to your team member seeing the opportunity to learn rather than the threat of a reprimand.
Use the EEC model for giving feedback
Giving a clear EXAMPLE of the behaviour or action you observed, follow this with the EFFECT this had on you or others & finally be really clear on what CHANGE you want to see.
Invite Participation
A little humility about your limitations goes a long way as it creates a gap that your colleague’s knowledge & expertise can move into.
Express Appreciation
However difficult the conversation & however challenging the outcome for either or both of you, thanking someone for the conversation they’ve have just been part of & asking if there is anything further they need before closing is a really important way of demonstrating your compassion for their situation.
Make Difficult Conversations Easier—And More Effective
Difficult conversations don’t have to be dreaded or avoided. When we create the right conditions—built on psychological safety, clarity, and trust—they become opportunities for growth, alignment, and progress.
If you want to equip your leaders with the skills and mindset to handle tough discussions with confidence and impact, let’s talk. I can help you design and facilitate sessions that turn challenging conversations into productive, meaningful dialogues.
Get in touch at rupert@strongerhumans.com to explore how we can make these conversations work—for you and your team.
