b"STAFF DEVELOPMENTThe power of psychological safetyThe most powerful force to empower your team is YOU By Hoss NotarkeshI n the demanding world of long- actually be projections of your ownmeetings means disengagement, term care, creating an environmentfrustrations or unmet needs. Insteadhave an open conversation to where staff feel empowered isof taking their actions personally, askunderstand his perspective andcrucial for both employee satisfactionyourself what these reactions revealoffer support to address any and quality of resident care. Thisabout your own state of mind. Thisunderlying issues.article explores how you, as a leader,introspection can help you address the can foster psychological safetytheroot causes of your reactions, which4. Always do your best: Focus onkey to unlocking your team's often makes the external problem seemyour own actions and avoid self-full potential. less significant or even eliminates judgment. Recognize that your it altogether. best during a crisis may differ Imagine a workplace where everyonefrom a calm day and extend this feels safe to be themselves, share theirTHE FOUR AGREEMENTS: understanding to your team.ideas without fear of judgment, andA blueprint for psychological safetyadmit mistakes without retribution.These agreements serve as a This is the essence of psychologicalTo cultivate a psychologically safeblueprint for creating a more positive safetya cornerstone of high- environment, consider integrating theand productive work environment. performing teams. As a leader inprinciples from Don Miguel Ruiz's By embracing them, you not only long-term care, you have the uniquebook The Four Agreements into yourenhance your own well-being but also opportunity to be the most powerfuldaily interaction: contribute to the psychological safety force to empower your team, and it allof your team.begins with you. 1.Be impeccable with your word: Speak with honesty and integrity, avoidingBREAKING OLD HABITS: PERCEPTION IS PROJECTION:gossip and negativity. Frame theCultivating self-awarenessUnderstanding your impact feedback to the team member in a way that emphasizes youre looking forCreating a culture of psychological The first step in fostering psychologicalsolutions together. safety requires breaking old habits and safety is understanding a fundamentaldeveloping new, healthier ones. This truth: Your perception of others is2. Don't take anything personally:process begins with self-awareness.often a reflection of yourself. WhenUnderstand that the actions of othersRecognize your own patterns of we project our own insecurities,are often projections of their ownbehaviour and the emotional biases fears or judgments onto others, weexperiences, not a reflection of yourthat drive them. Are you quick risk creating a toxic atmosphere thatworth. If a team member seemsto judge? Do you often assume hinders collaboration and innovation.resistant to a new policy, rememberthe worst? By identifying these By recognizing that your reactionstheir reaction may stem from their tendencies, you can begin toto others are deeply connected toown fears or past experiences, not change them.your own inner state, you can beginyour leadership.to approach challenges with greaterNext, address self-judgment. clarity and compassion. 3. Don't make assumptions: AvoidNeutralize the negative thoughtsjumping to conclusions. Instead,you have about yourself and others. Consider this: When you perceive acommunicate openly to preventUnderstand that everyone is doing colleague as difficult or a resident asmisunderstandings. Instead oftheir best with the resources they unpleasant, these perceptions mightassuming that Johns silence inhave. Practising mindfulness through 62 LONG TERM CARE TODAY Fall/Winter 2024"