"Psychological safety is key to good cooperation and innovation"

Ms Dörflinger-Khashman, on 31 October Heidi Möller, Professor of Counselling Theory and Methodology at the University of Kassel, will give a lecture on the topic of psychological safety at ETH as part of the Respect programme. What does it mean?
Psychological safety basically means that everyone in the team or organisation dares to express their opinions, ideas, questions or concerns openly, without fear of negative reactions. It is about ensuring that no one has to fear being devalued or marginalised if they say something. Of course, the manager plays an important role here, but ultimately the whole team must pull together.

Why did you choose this topic for the keynote speech? Does it have a special relevance for ETH Zurich?
Psychological safety is important in every organisation, but in an education and research institution it is particularly important. It is crucial here to embrace diversity of perspectives and controversy to achieve improvements and innovations. Allowing employees and students to express their opinions and admit their mistakes not only improves the quality of work, but also enhances their sense of well-being and their sense of self-efficacy. Feeling psychologically safe is therefore key to good cooperation and innovation.

What signs might indicate a lack of psychological safety at a university?
The warning signs are not specific to universities. In general, if there is little discussion and controversy, if people just nod and don't question or criticise anything; if there is silence in meetings or if fear and the search for scapegoats prevail when mistakes or shortcomings occur, instead of a desire to learn together, then these can be signs that psychological safety needs more attention.

Is there a danger that people will avoid controversial topics or not learn how to deal with conflicts if psychological safety is overemphasised?
No, psychological safety has nothing to do with artificial harmony. It's about creating an environment in which productive cooperation is possible, even when opinions differ. Criticism and different views are important, but they must be expressed in a constructive and non-pejorative way. The key is trust: the confidence that people can speak openly without fear of negative consequences. Diversity and controversy are precisely what drives us forward – and a psychologically safe environment ensures that these differences are seen not as threats but as opportunities for learning and development.