Psychological Safety

Psychologische Sicherheit am Arbeitsplatz

von | 22 Dez, 2022 | People | Culture | New Work

Spätestens seit der 2016 veröffentlichten Studie „Projekt Aristoteles“ von Google zeigt sich der positive Zusammenhang zwischen psychologischer Sicherheit und individuellen Verhaltensweisen von Mitarbeiter. Wenn Mitarbeiter ihren Arbeitsplatz als psychologisch sicher erleben, sind sie vermehrt geneigt Informationen weiterzugeben, proaktiv Ideen einzubringen und auch Kritik am Bestehenden zu äußern. Auch auf Ebene der Organisation zeigt psychologische Sicherheit messbare Effekte im Zusammenhang mit Organisationalem Lernen, Organisationaler Performance und dem Austausch von Wissen. Psychologische Sicherheit ist die fundamentale Akzeptanz als Teammitglied.

Nicht immer ist es einfach, etwas im Berufsalltag anzusprechen, sei es ein Problem, ein Fehler, oder  eine Idee zur Verbesserung. Zu oft besteht die Sorge, dass die Führungskraft oder andere Teammitglieder einem dafür kritisieren oder ablehnen. Doch es gibt auch ein Arbeitsumfeld wo das Ansprechen, keine Scheu bereitet. Hier herrscht eine Atmosphäre der psychologischen Sicherheit.

 

Der Ansatz zur psychologischen Sicherheit geht auf Amy Edmondson zurück, die bereits seit Ende der 90iger Jahre begonnen hat Beiträge zu diesem Thema zu veröffentlicht (Buch „The Fearless Organization“).

Amy Edmondson beschreibt Psychologische Sicherheit als ein Klima, in dem sich Menschen wohl fühlen, in welchen Kolleg:innen offen sind, Fehler zugeben, Kritik äußern und Fragen stellen können – und zwar ohne, dass es negative Konsequenzen für sie hat.

Es geht also sehr stark darum, dass Teammitglieder sich gegenseitig vertrauen, sich offenes und ehrliches Feedback geben, sich mit ihrer Meinung einzubringen und Informationen offen miteinander teilen. Es herrscht eine positive Fehlerkultur und gegenseitige Unterstützung, ohne dass die eigenen Kompetenzen oder Fähigkeiten infrage gestellt werden.

 

Warum ist psychologische Sicherheit wichtig?

Psychologische Sicherheit im beruflichen Umfeld hat positive Auswirkungen auf die Organisation, Teams und Mitarbeiter:innen. Nennenswerte Effekte psychologischer Sicherheit sind unter anderem:

Wertschätzende Arbeitseinstellung |  Psychologische Sicherheit senkt das Stresslevel deutlich. Die Mitarbeiter:innen fühlen sich wertgeschätzt, weil sie mit ihrer Meinung gehört werden. Damit steigt ihre Zufriedenheit und ihr allgemeines Wohlbefinden.

Erhöhrte Lerneffekte | Mitglieder in psychologisch sicheren Teams können offen über ihre Fehler sprechen. Dadurch wird das Lernen in der Gruppe gefördert und Erkenntnisse können in die nächsten Projekte und Aufgaben eingebracht werden. Mitarbeiter:innen behalten ihr Wissen nicht für sich, sondern teilen Informationen offen miteinander.

Gesteigertes Innovationspotential | Teams, die in einem psychologisch sicheren Umfeld arbeiten, sind innovativer, risikofreudiger und kreativer. Denn sie sind nicht gehemmt, neue Dinge auszuprobieren und Bestehendes zu hinterfragen.

Bessere Effektivität und nachhaltigere Zukunftsfähigkeit |  Die drei zuvor genannten Effekte resultieren in einer höheren Effektivität und in einer nachhaltigeren Zukunftsfähigkeit der Organisation aus.

 

Wie entsteht psychologische Sicherheit?

Ob Mitarbeiter:innen ein Arbeitsumfeld als psychologisch sicher wahrnehmen, hängt davon ab, wie das gesamte Team miteinander interagiert, wie intensiv sie sich austauscht, wie gut die Beziehungen untereinander sind und ob man sich unterstützt und vertraut.

Psychologische Sicherheit ist also eine Eigenschaft von einzelnen Teams und weniger von der Organisation. Es könnte durchaus der Fall sein, dass psychologische Sicherheit in einigen Teams Organisationen vorhanden ist, in anderen wiederum nicht. Das kann oft auch an der jeweiligen Führungskraft liegen. Führungskräfte sind daher ein riesiger Hebel, um eine psychologisch sichere Arbeitsatmosphäre in Teams herzustellen.

Darüberhinaus nimmt die HR-Abteilung eine zentrale Rolle ein. Einerseits kann sie in Führungsleitbildern oder -grundsätzen klar festhalten, dass von Manager:innen erwartet wird  Rahmenbedingungen für psychologische Sicherheit zu schaffen. Andererseits kann sie Teamleiter:innen in Leadership Trainings konkret darin schulen, wie sie psychologische Sicherheit herstellen.

Konkrekt kann psychologische Sicherheit durch folgendes durch die Führungskraft selbst gefördert werden:

Fester Agendapunkt in Meetings | Teammitglieder können sich darin gegenseitig hinterfragen und Probleme und Ideen offen anzusprechen.

Wertschätzend, auf Augenhöhe, echtes Interesse | Bedenken, Ideen und Fragen der Mitarbeiter:innen hat eine Führungskraft wertschätzend, auf Augenhöhe und mit echtem Intersse zu begegnen.

Aktiv Feedback einholen | Die Führungskraft ermuntert das Team und auch zurückhaltendere Mitarbeiter:innen zur Diskussion und fragt aktiv nach deren Meinung.

Partizipative Führungsstil | Als Führungskraft wird Verantwortung an das eigene Team abgegeben und darin ermunternd an Entscheidungsprozessen im Unternehmen teilzunehmen. Zugleich bleibt die Führungskraft jedoch ansprechbar und nahbar, sodass Mitarbeiter:innen sich jederzeit mit Problemen an diese wenden können.

Führungskräfte sind Vorbilder | Veränderung funktioniert nur dann, wenn jeder daran teilnimmt. Daher braucht es für das Schaffen von psychologische Sicherheit das die Führungskraft auch selbst offen und transparent eigene Fehler oder Unsicherheiten mit den Teammitgliedern teilt.

 

Darüberhinaus gibt es noch einige andere Ansätze, die die Etablierung von psychologischern Sicherheit in der Organisation unterstützt. So ist es hilfreich Hierarchien zu reduzieren um ein  ein höheres Maß an Selbstorganisation der Mitarbeiter:innen anzuregen. Instrumente wie   unternehmensweite, regelmäßige Fuck-Up Nights, oder zentrale Upward-Feedback-Prozesse regen an, dass Mitarbeiter:innen Feedback zum Team und ihren Führungskräften einbringen.

Psychologische Sicherheit als Voraussetzung für Agilität in einer Organisation

Agilität und Agile Methoden sind die neuen Buzzwörter in Organisationen. Teams arbeiten vermehrt selbstorganisiert und nutzen agile Methoden wie Scrum oder Kanban. Prozesse und Herangehensweisen werden ständig hinterfragt, anpasst und man ist kontinuierlich über den Aufgabenstatus und Erkenntnisse im Austausch. Dadurch können Teammitglieder ständig dazulernen, effektiver zusammenarbeiten und besseren Output erzielen.

Dass das in der Praxis funktioniert, braucht es psychologische Sicherheit im Team. Agilität und Agile Methoden funktionieren nur dann, wenn Mitarbeiter:innen keine Angst haben, dass es negative Konsequenzen für sie hat, wenn sie sich offen austauschen, sich kritisch mit Dingen auseinandersetzen, Fehler machen und Informationen miteinander teilen.

 

Ist Ihr Arbeitsumfeld psychologisch sicher? So finden Sie es heraus.

Um den Status von psychologischer Sicherheit in Ihrer Organisation einschätzen zu können, ist kein aufwändiges Forschungsprojekt nötig. Mit einfachen Methoden wie z.B. kleinen Umfragen auf Teamebene, gezielten Einzelgesprächen oder dem Einsatz einfacher Befragungstools können Sie sich einen ersten Eindruck verschaffen.

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