Dr.P. Madhurima Reddy

                                MA, M.Sc., MEd, M.Phil., Ph.D., Ph.D.,Hon.Doc,Hon.D.Litt

Psychologist, Life, Wealth & Business Coach 

Peak Performance International Trainer 

NLP Master Practitioner Licensed (UK)

How Psychological Safety Relates To Performance Standards

Comfort Zone:



A comfort zone is a psychological state in which things feel familiar to a person and they are at ease and (perceive they are) in control of their environment, experiencing low levels of anxiety and stress. In this zone, a steady level of performance is possible. People are open and collegial but not challenged. On teams, they fail to make major strides.

Learning Zone:

In a learning zone, team members experience high accountability and high psychological safety. This is the ideal learning environment for innovation and growth, because even though members are responsible for their actions, their team offers continuous support. People collaborate and learn in the service of high performance, getting complex and innovative work done.



 

Apathy Zone:



With low psychological safety and low accountability, team members fall into the apathy zone. There are no repercussions for mistakes, teams lack adequate communication and support, and individuals struggle to care about their work. People show up at work with their hearts and minds elsewhere; choosing self protection over exertion.

Anxiety Zone:

Team members experience low psychological safety and high accountability. Communication breaks down and when mistakes are made, people are often too scared of punishment or humiliation to take responsibility. Opportunities for learning and innovation are scarce. People are reluctant to offer ideas, try new things, or ask for help, putting the work at risk.



 


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