Breaking the Blame Cycle With Self-Awareness

I recently had an experience with a business owner while arranging a training workshop. Despite facing challenges in allocating time for preparation, the business owner didn't ask for more time but instead slipped into a cycle of blame. It was a surprise to me as there were no deadlines imposed nor were there any pressuring calls. As a business owner myself, I empathized with the pressure business owners feel to appear in control, but I also saw this defensive attitude as a cry for help.

My encounter with the business owner highlights a common challenge faced by many individuals, especially in high-pressure roles like business ownership. It underscores the importance of self-awareness in managing such situations and creating a psychologically safe space. When individuals are self-aware, they are better able to recognize their limitations, communicate their needs effectively, and seek help when necessary, rather than resorting to defensive behaviors.

Building confidence and self-awareness can indeed help individuals construct relationships that support and uphold a psychologically safe environment, benefiting both individuals and the organization as a whole. Defensive attitudes, particularly among managers, often indicate a lack of psychological safety in the workplace. It could also indicate that workers and employees are unable to construct a safe space. This often happens when employees feel unable to speak up without fear of retribution or criticism, they are less likely to share ideas, admit mistakes, or ask for help.

This defensive behavior can stem from a culture that prioritizes blame over learning and improvement. In psychologically safe environments, employees feel comfortable taking interpersonal risks, such as sharing concerns or proposing innovative solutions, knowing they will be met with support and understanding rather than defensiveness or hostility.

Societal expectations can play a significant role in fostering defensiveness in the workplace, beyond just the fear of punitive consequences. In many cultures, there is a strong emphasis on projecting confidence and expertise, which can lead individuals, especially managers, to feel the need to always have the right answers and never show vulnerability. This pressure to appear infallible can make it challenging for individuals to admit mistakes or acknowledge when they need help, contributing to defensive behaviors.

Creating a psychologically safe environment involves not only removing the fear of punishment but also challenging these societal norms to allow for more open and authentic interactions where individuals feel free to be themselves without judgment. Creating a psychologically safe space in the workplace involves more than just implementing rules and structures. While a rule-based organization design can help ensure that processes and transactions support the preservation of diverse opinions, intelligence, and capacity, it is also crucial to focus on enhancing the self-awareness and emotional intelligence of workers. This involves encouraging individuals to reflect on their thoughts, feelings, and behaviors, as well as fostering empathy and understanding towards others. By promoting self-awareness and emotional intelligence, organizations can help employees better manage their emotions, communicate effectively, and build stronger, more collaborative relationships, ultimately contributing to a more psychologically safe and supportive work environment.

Fostering self-awareness among workers and managers in the workplace goes beyond wellness programs; it should include executive training programs that promote healthy work habits to help individuals attune to themselves. For instance, instead of solely teaching feedback techniques, these programs could educate team members about the basic functioning of the brain, aiding in understanding phenomena like discomfort and dissonance during feedback exchanges. Addressing feedback management weaknesses this way can enhance their awareness and feedback skills. However, to avoid oversimplification, it's crucial to acknowledge that individual experiences and responses to feedback can differ significantly. A comprehensive approach considering factors like personality traits, cultural background, and past experiences is vital for developing effective self-awareness and feedback management skills.

Creating a psychologically safe space in the workplace is attainable, but it requires a more complex process than simply enforcing a set of rules or policies. While rules and guidelines can provide a framework, true psychological safety is nurtured through a combination of factors, including leadership behavior, organizational culture, communication practices, and individual behaviors. It involves creating an environment where employees feel empowered to speak up, share ideas, and take risks without fear of negative consequences (effective followership). This requires ongoing effort, including promoting open communication, building trust, providing support, and fostering a culture of learning and improvement.

Organizations have a significant role to play in helping individuals overcome negative traits influenced by societal pressures and evolutionary behaviors. By fostering self-awareness among employees, especially managers, organizations can create a more collaborative and psychologically safe space. When individuals are more self-aware, they are less likely to react defensively and more willing to collaborate openly. This, in turn, leads to a more positive and productive work environment, benefiting both the individuals and the organization as a whole.