William Kahn describes psychological safety as “being able to show and employ one’s self without fear of negative consequences of self-image, status or career.” Psychological Conditions of Personal Engagement and Disengagement at Work.

In the previous post, the first two stages of psychological safety were discussed — Inclusion Safety and Learner Safety. The next stages are Contributor Safety and Challenger Safety. According to Timothy Clark, the first two stages are given. Stages 3 and 4 are earned with regard to safety in organizations. Clark likens Contributor Safety to going from sitting on the bench to being called to be in the game. It is the stage of being ready to play and contributing by actually playing and providing value—contributing. It is permission for one to work with independence and their own judgment. If leaders or coaches fail to presume positive intent in others, we deem them not worthy or ready to contribute.

The fourth stage of psychological safety is Challenger Safety. Challenger Safety is respect and acknowledgment of an individual’s ability to innovate. It is the permission for one to challenge the status quo while maintaining the good faith of others. When leaders and coaches offer Challenger Safety, we open ourselves to possibilities and potential that might otherwise be untapped.

We at Results Coaching Global speak of the importance of positive regard in building trust. Positive regard is also critical in providing psychological safety. According to Marcia Reynolds, in Coach the Person Not the Problem, our emotional and positive regard have more impact on how safe clients feel than the words we choose. When coaches offer full presence, we are opening our mind, heart and gut with curiosity, care, and courage. We are providing a trusting and psychologically safe environment that offers safety for being oneself, learning, contributing, and challenging.