By Pamela Schutz, RPN, Health Care Specialist

Have you ever found yourself in a situation where you had to have to speak up in front of a large group of people, especially at work, and talk about an incident that may have been triggering or upsetting?

Nurses and other healthcare staff will sometimes find themselves responding to a code white. Code whites alert personnel to an incident of aggression or violence against a patient, client, visitor, or staff member. I have responded to many of these in my nursing career, but one stood out in particular.

When meeting with the site manager to debrief on this incident, I imagined that I might be questioned about my part in it all. Questions such as, “What went wrong?” or “How could we have prevented this?” (I’d prepared answers for both questions.) Instead, I was met with a kindness and understanding that I had not anticipated. She sat with me for a while and allowed me to thoughtfully relay my take on it all and voice my thoughts. Even though she was managing the entire hospital and had many other issues to attend to such as critical hospital shortages, she did not once indicate her hurriedness or impatience. She was instead creating an environment of psychological safety in myself. I felt heard and understood and in no way did I feel reprimanded for voicing my thoughts on what I felt could have been done differently.

Psychological safety allows a climate for individuals to feel safe expressing themselves to share ideas and ask questions without the threat of feeling judged or reprimanded for opening up and voicing their thoughts.

Had I not felt comfortable speaking up I likely would have held it in which may have resulted in negative consequences such as decreased productivity and/or decreased feelings of satisfaction in my workplace. This then may have resulted further in stress and burnout.

Consider creating an environment of psychological safety in the workplace by allowing employees to feel comfortable sharing their ideas and thoughts for improvement without fear of judgment, rejection, or redress. Here are some examples of how you can create a feeling of psychological safety in the workplace;

Don't be afraid to model your vulnerability by sharing your mistakes and struggles. This will demonstrate openness and make you more approachable. 

Leadership Actions

• Listen attentively. Demonstrate active listening by paraphrasing back to ensure you are understanding the other person and ask open-ended questions to encourage others to open up.

• Validate others and show empathy by acknowledging and validating employees' emotions and concerns.

• Be a clear communicator by being transparent and consistent with your words. 

• Encourage open feedback from your team. Create a culture where feedback is requested, appreciated, and received constructively.

• And lastly, be sure to celebrate successes and learn from failures. Recognizing successes encourages more and failures are always opportunities for growth. 

While it may be difficult at times to do, allow your employees to engage with you openly and express and contribute their thoughts and ideas. As Bill Nye once said, “Everyone you will ever meet knows something you don't.” You never know what you might gain from their insight.

Pamela Schutz, RPN, Health Care Specialist

Pamela is a registered psychiatric nurse with over 23 years of experience specializing in trauma-informed care, substance use, and harm reduction strategies. Pamela prioritizes work with Indigenous Nations and underserved communities to create culturally respectful approaches to care. Additionally, Pamela strives to simplify complex medical knowledge through articles, social media, and various publications in an engaging and informed way.