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Anna-Christina Leisin-Strecker on Psychological Safety

Führung in unsicheren Zeiten

Viele Organisationen stehen vor der großen Herausforderung unter dynamischen Markt- und Wettbewerbsbedingungen zu bestehen und sich weiterzuentwickeln. Externe Faktoren wie die COVID-19 Pandemie stellen Organisationen vor neue Herausforderungen und zusätzliche Unsicherheiten, die bei der Belegschaft zu einer größeren Verängstigung über die eigene berufliche Sicherheit führt. Um Engagement, Innovation und einen nachhaltigen Unternehmenserfolg in Zeiten der Angst, der Unsicherheit und des Wandels voranzutreiben, kommt Führung eine entscheidende Bedeutung zu. Demnach ist eine der Schlüsselaufgaben von Führung, eine angstfreie Organisation zu schaffen, in der sich MitarbeiterInnen sicher fühlen, sich einzubringen und Neues auszuprobieren, was wiederum für den zukünftigen Erfolg des Unternehmens entscheidend ist. Anna-Christina Leisin-Strecker zeigt in ihrer Dissertation auf, wie Führungskräfte psychologische Sicherheit bei der Arbeit fördern können.

Psychologische Sicherheit zur Top-Priorität machen – wie Google
Gerade in turbulenten Zeiten nehmen sich viele Führungskräfte oft keine Zeit sich mit Themen wie Führung und Kultur zu beschäftigen. Denn viele Führungskräfte stehen vor den großen Herausforderungen bestehende Geschäftsmodelle weiter erfolgreich zu betreiben und zu optimieren, sowie vor der Aufforderung Kosten extrem einzusparen und folglich oft zig Stellen abzubauen. Auf der anderen Seite sollen Führungskräfte mit ihren Teams neue, digitale Geschäftsmodelle aufbauen und neue Ideen ausprobieren, um Innovationen hervorzubringen. Diese Herausforderungen erfordern jedoch ein angstfreies Umfeld, denn MitarbeiterInnen ziehen sich zurück, wenn sie Angst um ihren Job haben. Daher werden Führung und Kultur in turbulenten Zeiten immer wichtiger und müssen priorisiert werden – denn sie können als Anker für die Belegschaft dienen und so einen großen Mehrwert liefern – nicht nur um die Wettbewerbsfähigkeit des Unternehmens sicherzustellen, sondern auch um eine Spitzenposition am Markt einzunehmen. Google hat festgestellt, dass „Psychologische Sicherheit“ der wichtigste Faktor ist, der erfolgreiche Teams von weniger erfolgreichen Teams unterscheidet. Daher hat Google die Entwicklung von „Psychologische Sicherheit“ bei der Arbeit zur Top-Priorität in Teams gemacht.

Wie können Führungskräfte die psychologische Sicherheit bei der Arbeit beeinflussen?
Es gibt relativ wenig Forschung darüber, wie psychologische Sicherheit am Arbeitsplatz beeinflusst werden kann. Die bisherige Forschung hat sich hauptsächlich auf die positiven Auswirkungen von psychologischer Sicherheit bei der Arbeit konzentriert. Demnach hat man in Studien festgestellt, dass psychologische Sicherheit zu mehr Engagement, Zusammenarbeit, Innovation und Performance führen kann (z.B. Edmondson, 2018; Edmondson & Lei, 2014; Nembhard & Edmondson, 2012). Jedoch haben mehrere Wissenschaftler mehr Forschung über die Natur von psychologischer Sicherheit sowie über über dessen Einflussfaktoren gefordert (z. B. Edmondson & Lei, 2014; Frazier et al., 2017; Newman et al., 2017). Anna-Christina Leisin-Strecker hat diese Forschungslücken in ihrer Doktorarbeit adressiert.

In einen realen Arbeitskontext eingetaucht, um Psychologische Sicherheit zu untersuchen
Über einen Zeitraum von vier Jahren hatte Anna-Christina Leisin-Strecker die Möglichkeit, in den Kontext eines deutschen Automobilherstellers und dessen nordamerikanischer Tochtergesellschaft einzutauchen, um das Forschungsphänomen Psychologische Sicherheit im Rahmen ihrer Doktorarbeit zu untersuchen. Während dieser Zeit konnte sie ein tiefgreifendes Verständnis über die Natur von psychologischer Sicherheit sowie über die Einflussfaktoren erlangen, um psychologische Sicherheit bei der Arbeit zu fördern. Zunächst führte sie eine Messung durch, um die psychologische Sicherheit am Forschungsstandort zu erfassen. Dabei identifizierte sie interessante Unterschiede zwischen verschiedenen Gruppen in einem Team. Darüber hinaus nahm sie während ihrer Zeit im Feld an zahlreichen Veranstaltungen und Meetings der deutschen Muttergesellschaft und der nordamerikanischen Tochtergesellschaft teil und beobachtete diese. Zudem führte sie über hundert Interviews mit Mitarbeitern und Managern durch, um Einflussfaktoren für psychologische Sicherheit zu identifizieren.

Handlungsempfehlungen
Die Erkenntnisse in der Dissertation von Anna-Christina Leisin-Strecker tragen u.a. dazu bei, besser zu verstehen, wie Führungskräfte psychologische Sicherheit bei der Arbeit fördern können. Im Folgenden finden Sie ausgewählte Handlungsempfehlungen:

1. Kommunizieren Sie eine klare Vision, gemeinsame Ziele und beziehen Sie Mitarbeiter in den Prozess mit ein
Stellen Sie sicher, dass sie eine klare Vision und gemeinsame Ziele entwickeln und diese regelmäßig kommunizieren. Beziehen Sie Ihre Mitarbeiter in diesen Entwicklungsprozess ein und definieren Sie gemeinsam angemessene Performance Indikatoren. Dies kann die Risikobereitschaft sowie das Wir-Gefühl innerhalb Ihres Teams stärken.

2. Ermutigen Sie Ihr Team zur Verletzlichkeit und fangen Sie bei sich selbst an
Ermutigen Sie Ihre Teammitglieder, ihre Meinungen zu äußern, ihre Ideen zu präsentieren und ihr Wissen im Team zu teilen. Kommunizieren Sie Ihre Einstellung zu Fehlern und stellen Sie sicher, dass Fehler nicht gegeneinander eingesetzt werden. „Fail Fast“ ist zu oft nicht mehr als nur ein Slogan. Seien Sie ein Vorbild, indem Sie eigene Fehler offen zugeben und betrachten Sie Fehler als Chance für eine positive Weiterentwicklung.

3. Befähigen Sie ihr Team und stellen Sie ihr Team wertebasiert auf
Befähigen Sie Ihr Team, indem Sie Rollen und Aufgabenabhängigkeiten klären. Versuchen Sie, Ihren Mitarbeitern Verantwortung zu übertragen und Zeit für Kreativität zu geben. Stärken Sie Ihr Team außerdem durch Diversität, durch die Integration von Mediatoren in Ihrem Team und durch eine wertebasierte Personalauswahl.

Mehr zum Thema
Um mehr über die spezifischen Ergebnisse und Empfehlungen zu erfahren, kontaktieren Sie: Anna-Christina Leisin-Strecker; anna-christina.leisin@unisg.ch
Mehr über ihre Forschung am ICI: http://www.ici.unisg.ch/en/insight-research-psychological-safety-as-the-key-for-development/
Mehr zum Thema in der Presse und being Youtube: When Google Learned From Its Quest to Build the Perfect Team und Video: Building a psychologically safe workplace

Referenzen
the fearless organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth
in:John Wiley & Sons, 2018
(Amy C. Edmondson)

Psychological Safety: The History, Renaissance, and Future of an Interpersonal Construct
in: SSRN (Vol. 1) 2014
(Amy C. Edmondson & Zhike Lei)

Psychological Safety: A Meta-Analytic Review and Extension
in: Personnel Psychology, 2017, 70(1), 113–165
(M. Lance Frazier, Stav Fainshmidt, Ryan L. Klinger, Amir Pezeshkan & Veselina Vracheva)

Psychological safety: A systematic review of the literature
in: Human Resource Management Review, 2017, 27 (3), 521-535
(Alexander Newman, Ross Donohue & Nathan Eva)

Psychological Safety: A Foundation for Speaking Up, Collaboration, and Experimentation in Organizations
in: Kim S. Cameron & Gretchen M. Spreitzer (Eds.), The Oxford Handbook of Positive Organizational Scholarship, 2012
(Ingrid M. Nembhard & Amy C. Edmondson)

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