Enhancing Your Practice with Psychological Safety

Posted on by Leonie Hull
Join us for an insightful fireside chat with three experienced coaches and consultants who have successfully integrated psychological safety into their practices.
Our Master S.A.F.E.T.Y.™ Practitioners will share real-world examples, best practices, and actionable strategies to create environments where individuals feel safe to innovate, collaborate, and excel.

About The Presenters:


Heather Esposito

Heather leads the Learning & Development program at BPM, a top 35 accounting firm in San Francisco, bringing 25 years of industry experience. Formerly, she led global leadership development for Herman Miller.

Heather specializes in coaching leaders for transformative change, emphasizing self-awareness and growth. With a focus on the neuroscience of quality conversations, growth mindset, and psychological safety, she has over 2,500 hours of coaching experience with the International Coaching Federation (ICF).

Heather holds multiple degrees and was recognized as a Top 10 Learning and Development Leader by OnConferences.

Grant Doster, MBA

Grant is a servant leader with high energy and enthusiasm who brings multi‐industry savvy and a blue‐chip pedigree from Pepsi‐Cola, Miller Brewing, and The Walt Disney Company.

Most recently, Grant was the SVP and Global Practice Lead for D&I at the Adecco Group’s LHH business unit, where he spearheaded D&I initiatives across the Americas, EMEA, and Asia Pacific. His role involved thought leadership, program creation, and delivery to enhance D&I awareness and skills.

Grant joined the ABL accredited delivery community in 2020, he is an ABL Advisory Board member and is an ABL Master Facilitator of Psychological Safety training, coaching and support.

Hasan Rafiq is a distinguished workplace strategist specializing in Diversity, Equity, Inclusion, and Belonging (DEIB) and Psychological Safety. With over 15 years of experience in executive coaching, organizational development, and HR transformation, he is renowned for driving positive change within organizations.

Hasan has been recognized as the 2019 DEI Innovator and DEIB Leader of the Year by Great Places to Work. At Meta, he developed the Coaching for Inclusion program, enhancing inclusive leadership. Hasan’s prior roles at EY focused on DEIB, impacting over 15,000 employees.

He is an ABL Advisory Board member, Professional Certified Coach, and ABL Master Facilitator.

 

Building a Culture of Psychological Safety

Posted on by Leonie Hull

When building a culture of psychological safety is compromised in the workplace, the cost to organizations is significant: poor productivity, disengagement, and high turnover are just a few of the negative impacts.

However, when organizations genuinely nurture a culture of psychological safety, they create environments that foster creativity, innovation, collaboration, and performance—all key ingredients for high-performing teams.

The need for organizations to focus on psychological safety is more urgent than ever. With stringent ISO Psychosocial Risk Regulations and emerging legislation placing psychological safety on par with physical safety, organizations must recalibrate to limit their risk and create positive workplace environments. For decision-makers within organizations, understanding and building a culture of psychological safety is crucial.

Join neuroscientist Dr Dan Radecki and Leonie Hull Co-founders of the Academy of Brain-based Leadership, and authors of “Psychological Safety: The key to happy, high-performing people and teams“ in an on-demand webinar designed to equip you with the knowledge and tools needed to transform your workplace culture.

In this webinar, you will learn:

  • What is psychological safety? And why is it critical now?
  • Neuroscience insights that underpin our approach to psychological safety
  • The seven essential components for fostering a culture of psychological safety
  • Insights into the S.A.F.E.T.Y.™ Model, a common framework for implementing psychological safety
  • How a psychological safety system can help build a culture where people feel secure, valued, and empowered to contribute and perform at their best
  • Real-world examples of how other organizations are successfully implementing psychological safety

This webinar is a must-watch for leaders who are committed to creating a positive, productive, and resilient work environment. Don’t miss this opportunity to learn from leading experts and gain practical strategies to build a culture of psychological safety in your organization.

By prioritizing psychological safety, you can drive innovation, enhance collaboration, and boost overall organizational performance.

Case Study: Navigating Organizational Change with Psychological Safety

Posted on by Leonie Hull

Introduction:

Spec Furniture, a stalwart in contract furniture manufacturing, has navigated the complexities of rapid growth, cultural integration, and the global pandemic. With roots dating back to 1991 and starting with just a four-person team, the company had established a strong presence in multiple sectors: corporate, healthcare and education.

Challenge:

The acquisition of Spec Furniture by Sauter Manufacturing in 2017 marked the beginning of a challenging cultural integration merger process. The company faced the dual challenges of honoring its family-business roots while adapting to the culture of a larger corporate entity.

This period of transition led to unease among longstanding employees. The situation was further complicated by the COVID-19 pandemic, which forced rapid shifts to remote work, causing significant disruptions in communication and collaboration.

Objectives:

Spec Furniture recognized the need for a strategic intervention to bridge the cultural divide and provide support for its employees during these periods of change.

Spec Furniture’s Chief Operations Officer Reg Bernard said:

“One of the things that we were trying to achieve was we recognized that we needed to develop some level of common language. We had people in front of us that were experiencing lots of changes. They didn’t know how to deal with it. We didn’t know how to deal with it.”

The objective was clear: to create a cohesive, inclusive culture that embraced both the legacy of Spec and the new direction under Sauter Manufacturing. The company aimed to establish a common language and set of tools that would facilitate better communication, collaboration, and support for the diverse needs of their teams.

Return to top