Psychological Safety in Teams & Improvisation Training
On the face of it, improvisation might seem like it’s all about recklessness and risk-taking. Yes, we practice getting comfortable with failure, celebrate mistakes, and embrace uncertainty, but lately, I’ve been reflecting on what safety and improvisation have in common.
This idea first took root after I was a guest on the Human Risk podcast with Christian Hunt. Christian has a compliance background but is far from a typical compliance person. Drawing on behavioral science, he focuses on “how to get people to do what you want without pissing them off,” as his website aptly puts it.
When I was first invited onto a compliance podcast, I wondered what on earth I could contribute. To my surprise—and delight—we had so much in common that our conversation stretched across two episodes.
The short version is this: Christian uses humor in his work, much like I do. But deeper than that, we both believe in the power of presence and human connection when it comes to safety.
The Role of Psychological Safety
Many years ago, I ran an improvisation training session using stop/start roleplay* at a hospital that had recently experienced a ‘never event.’ In UK hospitals, a ‘never event’ refers to a serious, largely preventable patient safety incident that, by definition, should never occur if proper systems and procedures are in place.
While I can’t share the specifics of what happened, the root cause ultimately boiled down to communication—and specifically, status. A junior team member had spoken up about the error, but their warning wasn’t heard by a more senior colleague. The hierarchical nature of the setting, combined with the perceived expertise in the room, had silenced the message.
In improv, we often say, “Listening is the willingness to be changed,” and that idea resonated deeply during that job. But it also raises important questions: Did the junior staff member feel confident enough to speak up assertively? And was there a culture that made them believe they could?
This is where psychological safety becomes critical.
Coined by Harvard professor Amy Edmondson, psychological safety refers to a shared belief that the team is a safe space for interpersonal risk-taking. It enables individuals to speak up, share ideas, admit mistakes, and collaborate without fear of humiliation or retribution. But how can teams cultivate this vital quality? One surprising—and powerful—tool is improvisation training.
The Human Factors Beyond Systems
I recently ran sessions for Urbain Bruyere’s project Safety Curiously, and a key theme emerged in both: the importance of psychological safety and its impact on human factors that are invisible in data and overlooked by systems and procedures.
This concept is explored in Matthew Syed’s book Black Box Thinking, where he argues that success comes from embracing failure, learning from mistakes, and fostering a culture of openness—much like the aviation industry analyzes black box data to prevent future accidents.
Of course, this culture of improvement can only exist in an environment where individuals feel safe to share failures without fear of blame. Improvisation offers a unique pathway to achieving this.
How Improvisation Builds Psychological Safety
Improvisation—the art of creating scenes, dialogue, or ideas on the spot—is often associated with comedy or theater. However, its principles translate seamlessly into the workplace, offering a framework for fostering trust, adaptability, and open communication. Here are five ways improv can transform team dynamics:
1. The Power of “Yes, And”
The foundational principle of improv is “Yes, And.” This mindset encourages participants to accept teammates’ ideas (“Yes”) and build upon them (“And”). In the workplace, this cultivates an environment where team members feel heard and valued. When individuals know their contributions won’t be dismissed or criticized, they’re more likely to take creative risks.
Imagine a brainstorming session where ideas are met with skepticism. The result? A stifled conversation and disengaged participants. Contrast this with a “Yes, And” approach, where ideas are embraced and explored—leading to stronger bonds of trust and more innovative solutions.
2. Embracing Mistakes as Opportunities
In improv, mistakes aren’t just accepted; they’re celebrated as opportunities for growth. This perspective is transformative in workplaces where fear of failure holds people back. When teams reframe mistakes as part of the process, they create a culture of psychological safety.
Exercises like The Failure Bow (where participants cheerfully acknowledge a mistake with a bow and applause) help teams reframe failure, fostering experimentation and resilience.
3. Active Listening and Empathy
Improvisation demands active listening and empathy. Performers must stay fully present, tuned into their partners’ words, tone, and body language. These skills are equally vital for psychological safety. When individuals feel truly heard, they’re more likely to share and collaborate openly.
Exercises like Last Word Response (where participants start a sentence with their partner’s last word) sharpen focus, build empathy, and strengthen team connections.
4. Building Trust Through Vulnerability
Improv often pushes participants out of their comfort zones, requiring them to think on their feet. This creates a shared sense of vulnerability. When team members take risks together in a supportive space, they build trust and camaraderie.
This mirrors the workplace, where collaboration often involves uncertainty. Practicing vulnerability in a low-stakes setting prepares teams to tackle challenges with confidence and support.
5. Enhancing Adaptability and Agility
Improvisation trains teams to embrace change and pivot quickly when faced with uncertainty—skills that are critical for maintaining psychological safety. Exercises like One-Word Story (where participants create a story one word at a time) highlight flexibility and shared responsibility, reinforcing inclusion and adaptability.
Integrating Improv into Your Team’s Culture
You don’t need to turn your team into performers to benefit from improv. Professional workshops tailored for businesses can introduce these concepts, while leaders can integrate improv principles into daily interactions by:
- Encouraging a “Yes, And” mindset during meetings.
- Modeling vulnerability by sharing mistakes and lessons learned.
- Celebrating creative risks and reframing failure as learning opportunities.
- Practicing active listening to foster inclusive dialogue.
Conclusion
Psychological safety in teams is the foundation of high performance, and improvisation provides a powerful tool to cultivate it. By embracing principles like “Yes, And,” reframing failure, and fostering empathy and adaptability, teams unlock new levels of trust, collaboration, and innovation. Whether you’re leading a small team or a large organization, improv training could be the unexpected key to unlocking your team’s full potential.
*Stop/start roleplay in corporate training is a facilitated activity where participants act out real-world scenarios or workplace challenges. The trainer or facilitator has the ability to “stop” the roleplay at any point to address key moments, highlight learning opportunities, or suggest alternative approaches. Participants can then “start” again, incorporating the new insights or changes into their responses.