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Quote by Amy C. Edmondson

“In one study investigating employee experiences with speaking up, 85% of respondents reported at least one occasion when they felt unable to raise a concern with their bosses, even though they believed the issue was important.”

Quote by Amy C. Edmondson

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Amy C. Edmondson

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“... we might be drawn into a more left-centric way of hearing ... and experience the promotion of safety as a somewhat mechanical process in which A inevitably leads to B-- [ie: the belief that 'my being in a ventral state will automatically draw you into one, and if it doesn't then there is something wrong with one of us'.] Viewing it that way encourages us to turn social engagement into a technique, even a manipulation of the other person's nervous system toward what we view as a more desirable state. Ironically, when the left hemisphere is dominant rather than supportive of right-centric attending, we have already moved out of social engagement and thus are in no position to offer safe space to another. When we make an effort to return to it, we have forgotten that neuroception is continually arising automatically and not under the control of our will. The very pressure to activate ventral makes the space between us unsafe.”

Trauma HealingPerson CenteredPsychological SafetyPolyvagal TheoryPolyvagal TherapyVentralTherapist Self Carere
Book:The Heart of Trauma: Healing the Embodied Brain in the Context of Relationships
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“More important than the words or silence is my inner stance of making room for what is stirring within him, becoming alertly still enough inside that his inner world senses safety, the precursor to him opening into vulnerability.”

ListeningSafetyTherapyPresenceTrauma HealingPsychological Safety
Book:The Heart of Trauma: Healing the Embodied Brain in the Context of Relationships
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“if our attention is what we're going to do next to accomplish a specific goal (often decrease a symptom) rather than openness to what the other person is bringing to the moment, we have stepped into our left hemispheres and out of relationship- and our patient will feel that as a kind of subtle abandonment. This interchange will likely happen below the level of conscious awareness and yet lead our person to step back a bit internally, awaiting the arrival of true presence, without agenda or judgement, so that safety can arise in the space in between. At that moment, the healing power inherent in this co-organizing/co-regulating relationship arrives. We have been returning to this crucial distinction in these pages, as much as possible with ongoing compassion for the challenge we experience as we open to the right remaining consistently in the lead.”

PresencePerson CenteredPsychological SafetyEmotional IntimacyAttunementTherapy TipsSafe RelationshipsHealing Space
Book:The Heart of Trauma: Healing the Embodied Brain in the Context of Relationships
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“Another way to foster a sense of belonging for employees is to form teams that are encouraged to engage in collective problem-solving. This affords regular opportunities for all members of the teams to express their views and contribute their talents. But leaders of these teams should establish the norm that colleagues treat each other with respect, making room for everyone in discussions and listening thoughtfully to one another. As we saw with high-status students leading the way in establishing an antibullying norm in schools, managers, as the highest-status member of a team, can set powerful norms. A key goal is foster what leadership scholar Amy Edmonson calls psychological safety, which she describes as "the belief that the environment is safe for interpersonal risk taking. People feel able to speak up when needed--with relevant ideas, questions, or concerns--without being shut down in a gratuitous way. Psychological safety is present when colleagues trust and respect each other and feel able, even obligated, to be candid." No matter how ingenious or talented individual team members are, if the climate does not foster the psychological safety people need to express themselves, they are likely to hold back on valuable input.”

FeedbackIngenuityCorporate CultureWorkplace CultureWork CulturePsychological Safety
Book:Belonging: The Science of Creating Connection and Bridging Divides - Library Edition
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