Why psychological safety is key to successful experiential learning

First introduced by Harvard Business School professor Amy Edmondson over 25 years ago, psychological safety remains a critical, yet often overlooked component of successful experiential learning. But does your current approach to experiential learning truly foster it?

What is psychological safety?

Amy Edmondson describes psychological safety as “an absence of interpersonal fear. When psychological safety is present, people are able to speak up with work-relevant content.”

In a psychologically safe work environment, one should be able to ask questions, challenge the status quo, and experiment with new ideas, all without the fear of negative consequences.

Why is psychological safety important?

Research first published in 2021 by McKinsey stresses the importance of psychological safety, reporting that 89% of business leaders feel it is essential in the workplace.

In a TEDx Talk, Edmondson highlights how an absence of psychological safety denies learning opportunities and stunts innovation.

Watch: Building a psychologically safe workplace – https://www.youtube.com/watch?v=LhoLuui9gX8

Jean Van Hoegaerden, an internationally recognised expert in leadership, organisational change, and cross-cultural management, stresses the importance of psychological safety, describing it as:

“Essential in a learning environment, as it fosters a willingness to give and receive feedback, encouraging honest reflection and continuous improvement. It creates a safe space for vulnerability, where individuals feel comfortable trying out new ideas and approaches without fear of judgement.”

How can we promote psychological safety?

Experiential learning activities offer a fantastic opportunity to promote psychological safety, but only if set up correctly and observed.

It should be clear from the start that the goal is growth, not evaluation. Observing participants is ideal, but it's crucial to clearly define the observers' roles from the outset as observers, not assessors.

If the activity is being played in teams, generally, it is best to mix the teams so that participants are working with people they don’t normally work with in their day to day, especially if someone reports to someone else in their team.

Monitor team dynamics; if certain individuals are taking over, it can result in other participants being left ‘sitting on the sidelines’, which is not conducive to a psychologically safe environment. Don’t rule out moving team members between teams if you feel the dynamic needs changing or you feel a particular member is having a detrimental effect on the team.

Smart people learn from their mistakes; wise people learn from others' mistakes.

An important aspect of psychological safety is removing the fear of making mistakes. Participants should be encouraged to admit their mistakes and learn from others. Encourage discussion; often, reflective conversations can provide the most value and guarantee a higher level of engagement. Avoid having the same people speak every time; instead, frame it as a chance to step outside your comfort zone.

In summary

Psychological safety is key to effective experiential learning. When participants feel safe to speak up, make mistakes, and reflect honestly, more profound learning occurs. It’s about creating a space where growth is the goal, not evaluation, and where people feel comfortable being uncomfortable.

References

https://www.youtube.com/watch?v=LhoLuui9gX8

https://www.mckinsey.com/featured-insights/leadership/five-fifty-is-it-safe