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Collective Advantage

Measuring and boosting psychological safety to increase team effectiveness and performance

Building on extensive research and on our client work in the field of psychological safety, Collective Advantage is a unique psychometric that provides an in-depth measure of the team dynamics that drive high performance.

Our psychometric evaluates levels of psychological safety in a team, function, or organisation, providing detailed and actionable insights on different components in order to:

Increase trust, inclusion and constructive challenge
Foster greater collaboration within and between teams
Create a stronger environment for learning and innovation

Insights from our psychometric so far show that:


43 %

say people are extremely cautious because they are afraid to make mistakes


62 %

say they rarely speak up and share their honest opinions in front of senior leaders


43 %

say discussions are dominated by a few voices that prevent others from being heard

MSC Model of Psychological Safety

Leveraging the comprehensive model developed by MSC, Collective Advantage assesses and provides insights on different aspects of psychological safety and at different levels in the organisation, gathering data from different perspectives.

To find out more about how we can help measure and increase psychological safety and boost team and organisation performance, provide your details below and a member of the team will be in touch.

MSC Psychological Safety model. Two by two grid. Top left is Inclusion. Top right is Working Together. Bottom left is Constructive Challenge. Bottom right is Learning from Experience. Inclusion and Working Together are labelled as Self. Working Together and Learning from Experience are labelled as Team. Learning from Experience and Constructive are labelled as Organisation. Constructive Challenge and Inclusion are labelled as Manager.

Detailed insights on four dimensions of psychological safety

Inclusion

The extent to which people make an effort to welcome others, value differences, make use of others’ unique skills, experiences, and perspectives, and treat others fairly.

Working Together

The extent to which people value collaboration, proactively share information, offer help and support, work together, and address poor relationships.

Constructive
Challenge

The extent to which people feel safe to voice their opinions openly, offer suggestions for improvement, provide feedback, raise concerns, and constructively debate issues.

Learning from Experience

The extent to which people view mistakes as opportunities to learn, and feel safe to test new approaches and experiment, without being unfairly judged for mistakes.

Multi-level feedback and different perspectives

Self

What individuals think, feel, and do in different workplace situations.

Team

What people see their colleagues think, feel and do in different workplace situations.

Manager

What people see their manager/s think, feel and do in different workplace situations.

Organisation

What people see leaders think, feel and do in different workplace situations. Plus, common practices in the organisation.

Actionable insights to improve psychological safety and boost team and organisation performance

Our psychometric reports provide detailed insights at an overall level and at team level, identifying strengths as well as areas for improvement.

Best practices can be identified and replicated to drive consistency where there are already high levels of psychological safety.

Opportunities for improvement can be pinpointed and actioned at team level, or organisation-wide where there are consistent themes across different teams.

Our reports also include recommendations and questions for discussion to help maintain ongoing focus on action and continuous improvement.

In addition to measuring levels of psychological safety, we also offer a range of workshops to help leaders, managers and their teams drive improvement across one or more of the key dimensions to improve team dynamics.

Psychological Safety Workshops

A tested and scientific approach

Psychometric assessments go through a rigorous design and validation process to measure aspects of people’s beliefs, feelings and behaviours reliably and objectively. They are different to engagement or other surveys which are designed to offer a feedback mechanism and do not normally go through the same rigorous process. Rather than asking people to “tell” the organisation what they think and how they feel, psychometrics assessments aim to objectively measure the underlying thoughts, feelings, and behaviours.

Example questions from our Collective Advantage psychometric include:

My manager places high importance on making everyone feel included in the team

People often complain about poor collaboration in the organisation

I don’t express my views candidly when I know others have strong views that are different to mine

Mistakes are always seen as opportunities to learn by others in the team

Get in Touch About Psychological Safety