The National Standard states that organizations need to make sure those in leadership roles have the training and skills to “prevent psychological harm, promote psychological health of workers, and address problems related to psychological health and safety.” It also states the organization should create processes to assess and address leaders for this ability.
The following section of the National Standard focuses on the ability of those in leadership roles:
4.4.6 Competence and training
4.4.6.1
The organization shall establish and sustain processes to:
a) determine expectations and minimum requirements of workers and, in particular, those in leadership roles (e.g., supervisors, managers, worker representatives, union leadership) to prevent psychological harm, promote psychological health of workers, and address problems related to psychological health and safety; and
b) provide orientation and training to meet Item a).
4.4.6.2
The organization should establish and sustain processes to:
a) provide accessible coaching and supports as required, recognizing the potential complexities of psychological health and safety situations, the unique needs of the individuals affected, and the skills needed; and
b) assess and address competence as specified in Clause 4.4.6.1, Item a) of those in leadership roles.
What's a psychologically safe leader?
Psychologically safe leadership is seen by the National Standard as leadership that:
- Is based on a foundation of ethics and stated values
- Is relevant to all levels of management
- Is a process of continual improvement
- Leads and influences organizational culture in a positive way
- Ensures psychological health and safety is part of organizational decision-making processes
- Engages employees and, where required, their representatives to:
- Be aware of the importance of psychological health and safety
- Be aware of the implications of tolerating psychological health and safety hazards
- Give feedback about effectiveness
- Identify workplace needs regarding psychological health and safety
This resource helps leaders to both assess and improve their skills.
How's psychologically safe leadership different from PHS at work?
A psychologically safe leader does no harm to the psychological well-being of their employees. They focus on open communication and supportive relationships within their team. They promote the psychological well-being of employees. They prevent harm to employee psychological health in careless, intentional, or other ways.
Psychologically safe leadership is important to PHS. PHS supports effective leadership. A psychologically safe leader might work in a psychologically unsafe organization. Even though they do their best, they may not be able to control problems with other departments, policies or the work environment. You can’t have a psychologically safe organization without psychologically safe leaders.
The National Standard lists psychosocial factors that can impact employees at work. The assessment groups these factors across the following five domains:
- Communication and collaboration
- Social intelligence
- Problem solving and conflict management
- Security and safety
- Fairness and integrity
See the primary and secondary factors within each of the domains below. Each link brings you to a team discussion resource that’s part of the On the agenda workshop series. These provide further direction and are free to use.
Communication and collaboration
Effective communication means clear, timely and transparent exchange of information. This supports employees’ success at work. Respectful and inclusive collaboration engages every team member in talks related to their work. Learn more about communication and collaboration.
Communication and collaboration includes the following factors:
Primary
Secondary
Social intelligence
Social intelligence involves modeling and leading supportive, safe and inclusive meetings at work. This is important during times of stress or high demand. Learn more about social intelligence.
Social intelligence includes the following factors:
Primary
Secondary
Problem solving and conflict management
Problem solving involves supporting and calling for respectful, solution-focused approaches to challenges. Effective conflict management is done in a timely, inclusive and safe manner. Learn more about problem solving and conflict management.
Problem solving and conflict management includes the following factors:
Primary
Secondary
Security and safety
Security and safety require proactive, prompt and supportive responses to all threats to psychological and physical safety in the workplace. Learn more about security and safety.
Security and safety includes the following factors:
Primary
Fairness and integrity
Fairness and integrity are key parts of psychologically safe leadership. Communication and decision making must consider a range of employee needs, and be unbiased and respectful. Learn more about fairness and integrity.
Fairness and integrity touches on all domains, and includes the following factors:
Primary
- Clear leadership and expectations
- Civility and respect
- Recognition and reward
- Involvement and influence
- Balance