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THE PSYCHOLOGICAL SAFETY GAME

Instructions

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1

Freedom to be angry
Risk of being seen as ignorant
Cronyism/ favouritism
Feel comfortable working inde-pendently
Freedom to fail
Freedom to try again
Public punishment
Be allowed to make your own decisions
Be vulnerable in front of each other

2

Unrealistic expectations
Risk of being seen as disruptive
Undercover games
Micro-managing the How instead of letting the team decide
Feel like a child in front of the boss
Positive leader relations
Freedom to play and laugh
Lack of commitment and/or account-ability
Be given the freedom to explore your own ideas

3

If you make a mistake on this team, it is often held against you
Treated as guilty if you make a mistake
Withholding information and context
Freedom to not know
Freedom to not be perfect
Information and knowledge sharing
Unhealthy competition
Risk of being seen as negative
Risk of being seen as incompetent

4

Too many or strict rules
Freedom to be afraid
Talking behind someone's back
It isn't easy to ask other people for help
Top-down manage-ment
Fear of being punished for making mistakes
No (or minimal) changes in your life
Being able to have a different opinion
Avoid being closely managed

5

Lie and betray Sarcasm (making or receiving)
It is safe to take a risk on this team
Unclear communi-cation
Lack of real-time communi-cation
People on this team sometimes reject others for being different
Freedom to disagree
Freedom to be authentic
Feel like you are being judged
Treat everybody fairly

6

Members of this team can bring up problems and challenging issues
Lack of respect for other people or personalities
Trust and respect
Freedom to misunder-stand
Set your own goals
Disagree and commit to the team's decision
Supportive organization context
Being open for diversity
Not be taken advantage of

7

My unique skills and talents are valued and utilized
Lack of responsibility
Reporting for reporting sake
Personal KPIs
Lie and betray
Freedom to not be likeable
Make choices without comparing yourself to others
Lack of competency
Reach conclusions about yourself independent of others

8

No one would deliberately act in a way that undermines my efforts
Model curiosity and ask lots of questions
Listen first
Show empathy
Frame the work as a learning problem, not an execution problem
Be the change you want to see
Be helpful/ humble/ transparent
Role clarity
Have your voice heard

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THE psychological safety game (EN)

Purpose
The purpose of the game is to increase psychological safety in a person/team/company by opening up and sharing thoughts around areas that could increase or decrease how safe people feel to make mistakes in the organization.

How to Play (Online version)
Hover over a card to mark which card you want to talk about. See below for some alternative ways of playing this game. If you click on the card you see either a popup with a smiling person or a not so happy person. The popup show if the statement on the card would increase or decrease psychological safety.   

  • If you are a group of people who have not previously worked as a team: Take turns to pick one of the cards. Tell a story or tell why you think the card is important. You might have a special experience related to any of the cards that could be shared and discussed.

  • If you have been working together in this team for some time: Take turns to pick one of the cards (you might use the column/row description, e.g. “E4”). Discuss & document in the group if this is something you have experienced in this particular team. Also, discuss what actions you would like to take to increase safety based on what issues you are experiencing and how to further increase the positive cards’ effects.

  • Option: Collect points. Minus 2 points if you have experienced one of the negative cards. You get one plus point for every card that has a positive effect. Keep the scores on a digital canvas or similar and discuss how you could increase the total score at the end of the game, by turning around some of the negative cards or by increasing the number of positive cards in relation to negative cards.

  • For a new team: Pick the cards that you would like to make your guiding stars and make sure to hold each other accountable for living the statements on the cards at all times. Repeat in every retro, review the “old cards,” discuss progress, and pick new cards if you think you have improved the “old ones.”

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