Nurturing Growth in the Absence of Psychological Safety

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Today’s work environment is more competitive than ever, so leveraging opportunities for growth is increasingly significant. What you are not willing to do, someone else will. There is always someone willing to outwork you, and fine-tuning what you do can give you a competitive edge. It’s not about changing past actions but having a vision and action plan for the future that can help you succeed. Small microchanges can make the difference between you standing out and blending in.

Sadly, in some organizations, psychological safety—the freedom to express oneself without fear of negative repercussions—may be nothing more than a dream. In such toxic environments, asking for growth-oriented feedback can feel like an obstacle course fit for the Ninja championships.

All hope is not lost. There are multiple strategies for navigating such a delicate minefield and creating a culture where individuals feel comfortable seeking feedback for their growth, even in an environment void of psychological safety.

Assess the Current Environment

Let’s call a spade a spade. Not all organizations are breeding grounds for success. When psychological safety is sorely lacking, recognize and acknowledge that such a deficient culture exists. Dismissing it doesn’t make it disappear. In your current reality, feedback may be scarce or delivered with the delicacy of a Mack truck. While such an environment may diminish your growth, it doesn't have to define it. By acknowledging the current situation, you can focus on developing strategies to navigate the reality, not the dream of what the organization should be.

Reflect on Your Growth Goals

Asking someone to help with your career or project is too broad and would benefit from a narrower focus. Where does one event start? Before seeking feedback, get clarity on your growth goals and objectives. What areas do you wish to improve upon? Which skills do you need help developing? Clarity on your goals will make a request specific, time-bound, and useful.

Choose the Right Feedback Providers

Not everyone is a bad seed. There are people in your organization who want to help. Perhaps they even see your success as their success because they helped you achieve it. These people aren’t wearing neon signs, so you need to identify them and seek them out. Look for those who have empathy and a growth mindset, and who demonstrate a genuine interest in your development. Building professional relationships with such individuals can create a supportive network that bolsters your growth efforts through feedback, encouragement, and accountability.

Frame Your Feedback Requests

In an environment void of psychological safety, it is crucial to frame your feedback requests to avoid putting the other person on the defensive. Initiate the conversation by mentioning your desire for growth and development through continuous learning. Highlight specific areas where you would like to grow, making it clear that you value that input on how to best go about it.

Seek Feedback in a One-on-One Setting

Location, location, location is not just for real estate. Nobody needs an audience or stage when giving or receiving feedback. Requesting feedback in a private, one-on-one setting can improve psychological safety by allowing for more honest and open conversations.

Use Appreciative Inquiry Techniques

Appreciative inquiry is a method that focuses on strengths, successes, and positive experiences and is a core technique of adult learning. While asking for feedback to be delivered this way is challenging, you can model it. Share examples of what you believe are your superpowers and successful experiences. Ask how you can leverage your strengths and bring some of the other areas you are working on to the same level of execution. Use of such a format creates a more empowering feedback environment.

Provide Clear Guidelines

Generalities help no one. If generic advice is given to you, ask the person to focus on specific behaviors, actions, or outcomes. By setting such goalposts, you create an atmosphere that promotes constructive and actionable feedback, enabling growth without triggering defensiveness.

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Seek Feedback Beyond Your Immediate Work Circle

There is a life outside your immediate department and organization. In a psychologically unsafe environment, consider reaching out to individuals outside your close circle. Colleagues from other departments, mentors, or coaches can offer fresh perspectives and unbiased insights. Expanding your network can provide you with a more diverse range of perspectives, thereby enhancing your growth potential.

Embrace a Growth Mindset

Despite the lack of psychological safety, it is critical to develop a growth mindset where you believe change within yourself is possible. Embrace the idea that you can learn and improve, even in challenging or toxic environments. Look at setbacks as learning opportunities, and remain persistent in your growth efforts. With a growth mindset you can overcome obstacles and continue to progress, even when surrounded by people and systems that don’t have your advancement in mind.

While psychological safety is critical for professional growth, it is only sometimes the reality in an organization. However, there are proactive steps for seeking growth-oriented feedback in such environments. By acknowledging the current climate, appropriately framing feedback requests, selecting the right people to ask for feedback, and fostering a growth mindset, you can navigate the challenges and continue your personal and professional development journey. Remember, the absence of psychological safety should not constrain your growth.