There are few spaces where we can feel truly safe enough to share and explore what we really think, to fully reflect, be open, vulnerable even, take risks and admit mistakes.
We know one of the key aspects people value in Action Learning is the psychological safety and confidentiality. Their Set is a space where they can express how they feel and can be themselves.
According to researcher Timothy R Clark there are four dimensions that need to be present for people to feel safe to fully show up without fear of being made wrong or judged. These are: feeling included, that it’s safe to learn, safe to contribute and safe to challenge.
Action Learning (AL) helps people explore challenges which can include how they relate to the challenge. The problem solving and exploration of where they meet the challenge can involve checking assumptions, beliefs or looking at relationships and behaviours. Set members need to know that in sharing these aspects they aren’t going to be criticised, laughed at, punished or judged.
So I’m curious about how facilitators create and maintain a psychologically safe environment with their set members.
What do Sets do together that means this space is rich with possibility and curiosity rather than judgement and opinion? What’s the process that makes it become safe? Stay safe? And one where it’s not only ok to question, take risks, learn, or admit mistakes, but is positively welcomed.
Does it become a confidential and dependable space because of the group agreements?
Or, is it perhaps the very nature of the commitment to being in a Set in the first place, that creates continuity and connection?
Maybe it’s about personality and preference of people who choose a group approach to problem solving and developing themselves?
Is it the methodology, structure and process of Action Learning that brings with it safety?
How much does the facilitator’s mindset, approach and presence play a role?
Context matters too. What factors need to be considered for Sets where all participants are colleagues within an organisation?
Could it be the combination of the above and that we need to make sure we pay careful attention to each?
People value that feeling of safety in our AL Sets and training. This is clear by their willingness to explore all sorts of issues and challenges, from the personal to the political.
I know from the work set members do in sessions that they say there is nowhere else they can share some of these things in the same way. This honesty leads to true learning, changed perspectives, and treasured insights.
So the question is about how do facilitators make agreements that are heart felt and real commitments. Not just the same old platitudes and familiars.
Here’s what we’re learnt over the years
Spend time on building the agreements. Don’t skip over it.
Be clear at the signup stage of the commitment required
Pose questions such as
How do we want to be with each other in this group?
What behaviours do we want to display?
What atmosphere do we want to have here?
How do we want to be with each other in conflict?
What else do we need to agree?
Regularly review and check in that the group is working and what needs adding to our agreements
Make sure every member and not just the facilitator is responsible for upholding them
What would you add to the list? What helps you to feel safe and secure in an AL Set or in any group learning arena either as a participant or facilitator?
If you’re new to Action Learning and want to explore this more check out our facilitator training or if you’d like to experience being in a Set get in touch about our Open AL Sets.