Thriving in Training: How Psychological Safety Transforms Learning
When you invest in training, you want to be confident that participants are genuinely learning—not derailed by issues like competition, insecurity, misalignment, animosity, or feeling undervalued. Recently, we had the privilege of facilitating a training with an incredible group, and it became clear they had a unique secret sauce worth sharing.
Everyone talks about “psychological safety,” a concept championed by Harvard Business School professor Amy Edmondson author of The Fearless Organization. However, few truly master it. So, what is psychological safety? According to McKinsey, it’s the feeling of being safe to take interpersonal risks—speaking up, disagreeing, or surfacing concerns without fear of negative repercussions. While this group was learning new technical skills in uncertain terrain, they thrived. And that is far from the norm.
Here’s what we observed:
Despite the notoriously dry subject matter, the room was filled with laughter. Sure, it’s our job to make learning engaging, but this group already excelled at having fun together. From good-natured teasing to self-deprecating humor, the energy was infectious.
A standout moment happened during introductions. One participant pronounced their name with its original accent, diverging from the “Americanized” version their colleagues had unknowingly adopted. While some were surprised, the group responded with lighthearted comments and a commitment to get it right moving forward. Another participant, inspired, joked about their own name being mispronounced and introduced themselves with someone else’s name tent. The room erupted in laughter. This moment reflected a deep sense of trust and psychological safety—where humor and vulnerability were celebrated.
Years of experience have taught us that the small group format enhances accountability and learning. At the start of this training, participants self-selected seats, forming initial bonds at their tables. However, when we intentionally reassigned seats for an exercise—meant to simulate organizational change—the group surprised us.
Typically, such changes provoke discomfort, as studies (like those from the University of Michigan) reveal that the brain processes social loss like physical pain. Yet this group approached the shift with enthusiasm. Instead of hesitation or complaints, participants found the change “fun.” Their adaptability went beyond tolerance; it showcased a rare willingness to embrace disruption as an opportunity.
Inclusion
Even with the reshuffling, every participant contributed by the end of the day. While facilitators often rely on strategies to ensure all voices are heard, this group didn’t need prompting. Organically, each table cycled through its members during debriefs, ensuring everyone spoke on behalf of their group. The coordination and inclusivity were seamless.
From perfect attendance to full engagement, this group exemplified the benefits of psychological safety.
This training reminded us that when people feel safe to laugh, adapt to change, and contribute without fear of judgment, learning flourishes. This group’s ability to connect and collaborate effortlessly demonstrates that in the right environment, learning, even technical topics, can become enjoyable and create memorable experiences.
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