Perspective & Mindset

Most of the companies we work with have ambitious desires and goals for their staff but lack an environment that fosters consideration for the psychological safety of their employees. Leaving many of them in states of high stress and anxiety. Ultimately, we want employees in that top right corner, the challenger zone, where they are actively learning, growing, creating, and tapping into their full potential.

We get there by taking care of ourselves and each other, increasing trust, communicating our needs, learning from each other, and redefining the culture within an organization. These steps are also known as, The Mako Method™ for Psychological Safety. 

STRESS RESILIENCE

The first thing we want to do is make sure we have tools in place to manage our stress. Why? Because, when we are under stress, the part of our brain that’s responsible for thinking, learning, listening and language essentially shuts down. So, if we want to be able to truly create and experience psychological safety at work, we have to start here. We need to put something in place so that when a stressful situation inevitably pops up, we already have tools in place to help us navigate it.

CREATE INCLUSION SAFETY

We experience Inclusion Safety when we have repeated indications of acceptance simply for being human. This is not tolerating others by covering up differences and acting like they aren’t there. This is embracing those differences and understanding the positive impact they have in our shared experience.

CREATE LEARNER SAFETY

We experience Learner Safety when we feel safe to ask questions, experiment, discover, and make mistakes. When an employee feels belittled, demeaned, or harshly corrected, anxiety spikes and the potential for learning is compromised. When it’s safe to learn, we increase the confidence, resilience, and independence that can take place in our work environment.

CREATE CONTRIBUTOR SAFETY

We experience Contributor Safety when our work environment extends us respect and permission to actively participate and perform in our role. To move into the contributor stage, an individual must be responsible for some type of work product, results, and deliverables. The ability to contribute is a mutual investment by the individual and the organization and is earned through consistent positive performance.

CREATE CHALLENGER SAFETY

We experience Challenger Safety when we feel comfortable challenging the status quo without fear of retribution or damaging our career. The idea of challenging the status quo is often associated with conflict, chaos, and confrontation. If censure or punishment presents, people typically will shut down. Creativity thrives when we feel empowered and have the confidence to speak about things we believe need change.