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Psychological
Safety Survey
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Client Name
Report name 2024
Contents
| About Psychological Safety | ........ 3 |
| The Steople Psychological Safety Model | ........ 3 |
| How to Interpret this Report | ........ 5 |
| Team Item Level Breakdown | ........ 10 |
| Strengths and Improvement Areas | ........ 10 |
| Highest Rated Key Actions – Key Strengths | ........ 16 |
| Lowest Rated Key Actions – Areas for Development | ........ 17 |
This report has been generated as part of the High Performance Teams Workshop for Company ABC.
This report was produced by Steople Pty Ltd. It has been derived from the responses of an assessment completed by the participants of the Company ABC as of March 2021 . This report directly reflects the responses made by all participants, providing the ability to identify team strengths and key focus areas.
All responses have been de-identified to protect the identity of each rater.
The information contained in this report is strictly confidential and is potentially sensitive. Every effort should be made to ensure that it is stored in a secure place.
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Client Name
Report name 2024
About Psychological Safety
Psychological safety is a belief that one will not be punished or humiliated for speaking up
with ideas, questions, concerns or mistakes.
– Amy Edmondson
People naturally learn to decrease interpersonal risk (e.g. looking ignorant, incompetent or disruptive), rejection and ridicule. It is achieved by not asking questions, admitting to mistakes or making suggestions. While at work, however, this restrained self-disclosure can lead to lower productivity and innovation, delays in reporting errors and decreased collaboration. Given the high economic and social costs associated, the ability to strengthen an individual’s psychological safety within a team, is crucial.
High levels of psychological safety allow members of a team to feel comfortable expressing ideas, sharing concerns and mistakes, asking naïve questions and believing that their voice is welcomed and valued. Team members respect each other’s competence and do not fear being rejected by colleagues for being themselves. For the organisation, this leads to the sharing of innovative ideas, improvements in team creativity, increased employee engagement, efficient coordination across groups and business units and prompt reporting of errors.
Research on the importance of psychological safety within an organisation is promising. In 2012, Google launched Project Aristotle, which studied 180 teams across the globe to answer the question - what makes an effective team. They found that team effectiveness was less about the individual members, their background, personality or skills and more about how the team works together. Specifically, team effectiveness required five
elements; psychological safety, clear goals, dependable colleagues, meaningful work and the belief their work has impact. Out of the five elements, psychological safety was deemed the most important and underpinned the other items. Studies into Psychological Safety suggest it comprises of several core features which include; open mindset, clarity and consistency, courageous authenticity, respect, inclusive, and human connection.
When psychological safety is fostered by leaders, and employees feel their opinions are counted, a fearless organisation is developed.
The fearless organization is one in which interpersonal fear is minimized so that team and
organizational performance can be maximized in a knowledge intensive world.
– Amy Edmondson
Client Name
Report name 2024
The Steople Psychological Safety Model
In order for teams to create a psychologically safe space, there are 6 critical factors that must be present:
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- Human Connection - Knowing one's team members in a real and personal way, beyond just at a task-oriented level.
- Inclusivity - There is a sense of collaboration in the team, and there are active efforts to invite participation in discussions.
- Courageous Authenticity – Feeling comfortable in putting yourself out there and being vulnerable. This encompasses being yourself, speaking up, talking about mistakes, and giving and receiving feedback.
- Open Mindset - Being open to other's ideas and input, open to new ideas, and embracing challenges.
- Respect – Team members appreciate each other and their contributions, people feel valued, and it is okay to disagree.
- Consistency – People follow through on what they say they will do; and people are reliable.
Client Name
Report name 2024
How to interpret this report
This report summarises feedback from all participants and is segmented into the six categories of
the Steople Psychological Safety Model.
Participants were asked to indicate to what extent they agree with a statement on a scale of 1
to 7, whereby 1 is equal to strongly disagree and 7 is strongly agree.
| Strongly Disagree | 1 | 2 | 3 | 4 | 5 | 6 | 7 | Strongly Agree |
As in the example below, each coloured bar indicates the mean score calculated using the survey answers.
Responses to the individual items will be presented in the form of a stacked bar chart which indicates the number of people who agreed, disagreed or had a neutral response to the item. The following ranges were used to determine agreeable, neutral and disagreeable scores:
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Client Name
Report name 2024
Psychological Safety
This section shows a summary of the average score as rated by participants.
Overall Team Score of6.2out of 7 |
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Some industry stat?
The average for all teams is blah
Your better?
Australian Average
6.1
Client Name
Report name 2024
Overall Team Score of
5.9
out of 7
Human Connection.
Quality interpersonal relationships and social support
Elements
I am clear about how my role is different from others in the team
I am clear on the key priorities and focus areas for my role
I have a clear understanding of how I contribute to my team
I know how my role contributes to the team direction and strategy
I know what success looks like for my role
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Team
Range
Client Name
Report name 2024
Overall Team Score of
5.9
out of 7
Inclusivity.
Quality interpersonal relationships and social support
Elements
I am clear about how my role is different from others in the team
I am clear on the key priorities and focus areas for my role
I have a clear understanding of how I contribute to my team
I know how my role contributes to the team direction and strategy
I know what success looks like for my role
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@endif
Team
Range
Client Name
Report name 2024
Overall Team Score of
5.9
out of 7
Courageous Authenticity
Quality interpersonal relationships and social support
Elements
I am clear about how my role is different from others in the team
I am clear on the key priorities and focus areas for my role
I have a clear understanding of how I contribute to my team
I know how my role contributes to the team direction and strategy
I know what success looks like for my role
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@endif
Team
Range
 }}){kind=logo}
Client Name
Report name 2024
Overall Team Score of
5.9
out of 7
Open Mindset.
An openness to ideas, inputs and challenges
Elements
I am clear about how my role is different from others in the team
I am clear on the key priorities and focus areas for my role
I have a clear understanding of how I contribute to my team
I know how my role contributes to the team direction and strategy
I know what success looks like for my role
@endif
Team
Range
Client Name
Report name 2024
Overall Team Score of
5.9
out of 7
Respect
Quality interpersonal relationships and social support
Elements
I am clear about how my role is different from others in the team
I am clear on the key priorities and focus areas for my role
I have a clear understanding of how I contribute to my team
I know how my role contributes to the team direction and strategy
I know what success looks like for my role
 }})
@endif
Team
Range
Client Name
Report name 2024
Overall Team Score of
5.9
out of 7
Consistency
Quality interpersonal relationships and social support
Elements
I am clear about how my role is different from others in the team
I am clear on the key priorities and focus areas for my role
I have a clear understanding of how I contribute to my team
I know how my role contributes to the team direction and strategy
I know what success looks like for my role
 }})
@endif
Team
Range
Client Name
Report name 2024
Strengths and Improvement Areas
This section details the participants' verbatim comments regarding the team’s strengths
and
improvement areas
| Strength |
|---|
| X |
| Y |
| Z |
| Improvements |
|---|
| X |
| Y |
| Z |
| Other Comments |
|---|
| X |
| Y |
| Z |
Client Name
Report name 2024
Highest Rated Key Actions – Key Strengths
This section details your highest rated Key Action statements for the Team Factors based on the mean score of all participants. Please note that a minimum of 7 Key Actions are shown for your highest rated behaviours. Where other Key Actions in the assessment have received the same average score as the seventh statement on the list, these have also been listed.
| Key Action | Capability | Avg. Rating |
|---|---|---|
| Care about each other. | Human Connection | 6.3 |
| Empathise with each other. | Respect | 6.2 |
| Enjoy interacting with each other. | Human Connection | 6.1 |
| Are openly curious. | Open Mindset | 6.0 |
| Are genuinely interested in what others have to say. | Inclusive | 5.9 |
| Are open to learning new skills. | Open Mindset | 5.9 |
| Have developed personal connections with each other. | Human connection | 5.9 |
Client Name
Report name 2024
Lowest Rated Key Actions – Areas for Development
This section details your lowest rated Key Action statements for the Team Factors based on the mean score of all participants. Please note that a minimum of 7 Key Actions are shown for your lowest rated behaviours. Where other Key Actions in the assessment have received the same average score as the seventh statement on the list, these have also been listed.
| Key Action | Capability | Avg. Rating |
|---|---|---|
| Can disagree with each other without getting upset. | Respect | 2.7 |
| Inform each other of what is being planned. | Consistency | 4.5 |
| Can respectfully challenge each other’s ideas. | Respect | 4.5 |
| Are openly curious. | Open Mindset | 6.0 |
| Draw on our diversity to find solutions to problems. | Inclusive | 4.6 |
| Willingly talk about the mistakes we've made. | Courageous | 4.9 |
| Consistently collaborate on next steps | Inclusive | 4.9 |
| Seek differing perspectives when making decisions. | Open Mindset | 5.0 |
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MELBOURNE
Wurundjeri Land
Level 2.20-24 Guildford Lane
Melbourne. VIC 3000, Australia
Phone:
+61 382561665
Email.
melbourne@steople.com.au
CANBERRA
Ngunnawal Land
Level 8. 121 Marcus Clarke Street
Canberra, ACT z600. Australia
Phone:
+61
261080512
Email
canberra@steople.com.au
HOBART
Nipatura Land
Phone:
+61 361460406
Email: hobart@steople.com.au
SYDNEY
GadIgal Land
Level 11, 66 Clarence Street
Sydney. NSW 2000, Australia
Phone:
+61 280145890
Email: sydney@steople.com.au
BRISBANE
Turrbal Land
Phone: +61 721132554
Email: brisbane@steople.com.au
AUCKLAND
Level 26. HSBC Tower
188 Quay Street
Auckland 1010, New Zealand
Phone: +64 93633875
Email: auckland@steople.co.nz
USA
Steopte Group. LLC
103 W Apache St, #101A
Norman OK 73069
Phone +1 4052310940
Email: info@steoplegroup.com