Psychological safety begins with inclusion security, which ensures that everyone feels accepted and welcome. Once this basic security is established, learning security becomes the next step. In short, learning safety is about fostering a culture in which curiosity, experimentation and learning become a natural part of the working day.
It is a key component to driving innovation and growth, both individually and organizationally.
In this blog post, we will take a closer look at what learning security is and how you can recognize it. But we also go into depth about why learning safety is so damn important and how you as a leader can create an environment conducive to learning and development.
What is Learning Security?
Learning security is the second step in it psychological safety four steps.
Learning security is an environment you as a leader create where your employees feel confident enough to take chances, ask the “stupid” questions and yes, even make mistakes in their quest to learn and grow.
It's about fostering a culture where curiosity is rewarded and where admitting you don't know something is seen as a strength.
When your employees know that their missteps are seen as learning opportunities, they become more confident and engaged in their work. It is critical for both personal and professional growth and can lead to increased innovation and better results for your organization.
The four steps of psychological safety are something that Dr Timothy R Clarke introduced for the first time in his groundbreaking book The Four Stages of Psychological Safety. Here, learning security is thus the second step on the ladder towards the complete degree of psychological security.
The other three steps are:
- Inclusion security
- Contribution security
- Challenge safety
Why is learning safety important?
Most people want a team that performs at the top level, and you probably will too. Here, learning security can really be the factor that tips the balance in a positive sense.
Why so, you might think.
First and foremost, learning security promotes continuous growth. Many companies operate in a reality where the market and circumstances are almost constantly changing. To be geared to such a changing reality, it's crucial that you have an environment where employees constantly want to learn new things and improve.
When you create learning security, you empower your employees to seek new knowledge, explore new skills, and take on challenges that expand their competencies.
At the same time, an environment with learning security encourages experimentation. Your employees dare to try new methods and techniques because they know that the process is valued as highly as the result. It leads to innovative solutions and continuous improvement of work processes.
Learning security can also be an important factor in retaining your employees. Because when your employees feel that their growth and development are valued, they become more engaged and dedicated to their roles. They see the organization as a place where their career dreams can be realized - and that drives them to stay.
How to Recognize Employees with Learning Assurance
Do you want to know if your efforts to create learning security are bearing fruit, or do you want to examine the extent to which your employees already have learning security?
Here are some clear signs that your employees feel confident enough to learn and grow:
First of all, keep an eye out for those who ask questions. Employees with learning security are not afraid to admit when they do not understand something. They ask freely and openly, without fear of looking incompetent.
Notice those who share their mistakes openly. It may sound counterintuitive, but employees who feel safe will want to share their failures and what they've learned from them. They see mistakes as part of the learning process, not as something to be hidden.
Also, try to look for those who sign up for new challenges. People with learning security are eager to try new things, even if they risk failing. They see challenges as opportunities for growth.
Also, look for those who actively seek feedback. Employees with learning security know that constructive criticism is worth gold for their development.
How to Give and Receive Constructive Feedback
How to Create Learning Assurance as a Leader
Creating a work environment where employees feel comfortable learning, experimenting and taking chances is a key task for any manager. To achieve learning security, as a leader, you must actively work to break down barriers and create an open and supportive culture.
It requires a conscious effort to foster an atmosphere where learning and development are valued and where everyone feels included and respected. It's about striking a balance between support and challenge, where employees are encouraged to extend beyond their comfort zone while knowing they have the backing and resources to succeed.
It's not an easy task that you just do. It's like changing the direction of a large container ship — it takes time, requires constant attention and adjustments along the way, but the rewards are correspondingly large: employees who are more engaged and motivated, leading to better results and a more innovative culture.
Here are some concrete ways you as a leader can create learning security for your employees:
- To promote an open and supportive culture: As a leader, you are the role model. Your actions, reactions, and priorities send strong signals to your team about what is truly valued. Every time you respond to an error, every time you encounter a new idea, and every time you deal with uncertainty, you set the tone for learning security in your team. Therefore, you need to make sure that it is acceptable to ask questions and admit mistakes. Share your own learning experiences and missteps to show vulnerability. When employees see that you also learn from your mistakes, it creates a safe environment where they feel comfortable doing the same.
- Create a feedback culture: Encourage regular feedback between employees. Offer training in constructive feedback and implement feedback mechanisms such as 1-to-1 meetings or anonymous feedback options. An open feedback culture helps identify and solve problems quickly and efficiently.
HOW TO STRENGTHEN THE FEEDBACK CULTURE IN JUST 3 X 90 MINUTES - Redefine success: Make it clear that success is not only measured by results, but also by learning and effort. Ask regularly"What have we learned?” instead of only “What have we accomplished?” Also highlight employees who are trying new approaches by recognizing their initiative. It shows that innovation and experimentation are valued, encouraging others to take similar chances.
- Encourage collaboration and teamwork: Encourage employees to work together across departments and projects. Arrange team-building activities where employees can get to know each other better and build trust. Establish clear goals and roles for teams so everyone knows what is expected of them and how best to contribute.
Creating learning security is not about lowering standards or accepting mediocrity. It's about creating an environment where your employees dare to stretch, challenge themselves and grow. It's your path to a team that doesn't just meet challenges, but actively seeks them out to get better.
Are you ready to lead the way?
