3 Tips for Creating Psychological Safety in Training Programs

by Jun 27, 2022

If you’re a training facilitator, you know some participants may not necessarily feel comfortable in a workshop environment. This may stem from social anxiety, power distance considerations, or fear of being judged for what they might share during the experience.

The good news is this discomfort can be mitigated by training facilitators who are willing to implement elements of psychological safety.

Psychological safety is feeling comfortable to ask questions, contribute ideas, voice opinions, challenge the material being offered, and be your true self (What powerful learning opportunities for the whole group to benefit from – am I right?) without fear of being judged, shamed, or criticized by facilitators or their fellow participants.

 

If you want to cultivate high engagement, deep retention of material, and a positive experience for learners, here are 3 tips for creating psychological safety in your workshops:

 

Be vigilant at addressing natural fears of embarrassment or marginalization.

It’s the facilitator’s job to remain vigilant at addressing these fears to develop deeper layers of inclusivity as people are encouraged to authentically share layers of their truth.

One way to do that is to encourage the quieter voices to come forward without singling out anyone. Be sure to always “call people in” vs “calling people out”. Small group work and Zoom breakout rooms also offer safer opportunities for the more reflective voices to have the space to share and this can increase inclusivity and engagement.

 

Be mindful of your own reactions.

Nothing kills psychological safety quicker than a negative reaction to what a participant shared or asked. We facilitators must be willing to do some self-reflection and temporarily suspend potential criticisms so we can better be of service to our learners.

We’re constantly tested by what’s brought forward by participants – we of course have our own biases and experiences. But we must remain mindful of what we’re projecting outwardly in responses within our training spaces.

Side note, having a negative reaction to a comment or question could also appear as favoritism for the dominant voices in the room… the opposite of creating an inclusive work culture.

 

Safely address participants or situations that are creating a negative or unsafe space.

The key is to make every experience a learning opportunity, even if it means slowing down to offer additional training concepts, share a personal relatable experience, or offer real time group coaching to navigate challenges brought up during a particular segment.

When handling adverse situations in real time, the goal is to meet participants where they are, protect them from being wronged, and invite them to have new considerations and perspectives.

Creating a psychologically safe learning environment is key to successful learning.

 

Sincerely,

Toni Herndon and the Civility Partners Team

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

5 Steps for an Efficient Succession Planning

What happens when the CEO of your organization suddenly resigns or retires? Are you confident that there is someone ready to step up and fill the leadership gap?  That is why succession planning is vital to every organization. Succession planning can help ensure a...

How to Establish a Budget for Training and Development Initiatives

Training and development is a vital aspect for any organization that wants to invest in its employees' growth. Over here at Civility Partners, we often receive inquiries from people seeking guidance on developing their training programs and wondering how we can help....

The Connection Between DEIB and Mental Health

In today's ever-evolving work landscape, it's refreshing to see organizations finally acknowledging the pivotal role of diversity, equity, inclusion, and belonging (DEIB) in cultivating a thriving workplace. At the same time, the growing recognition of mental health's...

Rebecca Del Secco: Six Years With Civility Partners!

We would like to take a moment to celebrate and recognize the incredible contributions of Rebecca Del Secco, our exceptional People & Culture Consultant, who has dedicated six remarkable years to Civility Partners.  Rebecca began her journey with us as an intern,...

Recognizing 5 DEIB Influencers in Unexpected Places

Picture this: a world where workplace culture is transformed not just by well-known DEIB influencers, but by unexpected heroes who wield the power of diversity, equity, inclusion, and belonging (DEIB) in their own unique ways.  DEIB are increasingly recognized as...

10 Songs About Inclusion to Play in your Office

In a diverse and inclusive workplace, it's important to create an environment where all employees feel welcome and valued. One way to promote a sense of unity and acceptance is through the power of music.  Playing songs about inclusion in your office can help inspire...

It Starts with You: The Power of Being an Upstander

Have you ever found yourself in a situation where you witnessed behavior that made you feel uncomfortable or uneasy, but weren't sure how to respond? Maybe it was a situation where someone was being bullied or harassed, or perhaps it was a situation where someone was...

Three More Brilliant Tips for Dealing with an Angry Boss

A few years ago, we shared five simple tips on how to deal with an angry boss, and the response was overwhelming! We're back with even more tips to help you navigate this challenging situation with civility in mind. According to a survey conducted by the Workplace...

Insights from the Craft Brewers Conference

Last Sunday, May 7th, I had the honor of being a keynote speaker at the THRIVE pre-conference, which was a roadmap to a safe, inclusive, and equitable experience at the Craft Brewers Conference (CBC). As a conference held in Nashville, TN, a city known for its musical...

3 Tips to Leverage Positive Psychology at Work

In the world of traditional thinking, the notion that success leads to happiness is a commonly held belief. We're taught that if we work hard and achieve our goals, then we'll be happy. However, research in positive psychology has revealed a new perspective: happiness...