Psychological Safety vs. Learning Comfort: Navigating the Learning Landscape
Exploring the intersections of these two dimensions to enhance learning impact and transfer...
Introduction
In the ever-evolving field of education (especially adult education), two concepts stand out as critical factors influencing the learning environment: Psychological Safety and Learning Comfort. But what are they, and how do they intertwine in the context of professional learning?
Psychological Safety: Coined in the context of team dynamics, this term refers to an individual's perception of the consequences of taking an interpersonal risk. In simple terms, it's the feeling that one can openly express thoughts, doubts, or mistakes without fear of backlash or judgment.
Learning Comfort: This describes the ease and familiarity a learner feels when encountering new material or challenges. It is not merely about the absence of difficulty, but the presence of a comfortable pace and familiarity.
With these definitions in hand, let's dive into a model that intersects these two realms. Full disclosure: I’m a 2X2 matrix model nerd, and love pitching differing binary dimensions against each other to see what falls out.
The Quadrant Model:
1. Stable ~ Consolidation (Safe & Comfortable):
Here, learners feel both psychologically safe and are in their comfort zone. It's akin to reviewing known material or honing established skills. While it's essential for reinforcing knowledge, it's not where the most profound learning happens.
Example: Teachers attending a refresher course on a familiar teaching methodology.
2. Growth ~ Change (Safe & Uncomfortable):
The ideal zone. While challenges are new and perhaps daunting, learners feel safe in expressing doubts, making mistakes, and iterating. This is where transformational learning occurs.
Example: A school introduces a new edtech tool. Teachers, unfamiliar with the technology, undergo training but are encouraged to ask questions, experiment, and share experiences without judgment.
3. Complacent ~ Masked (Unsafe & Comfortable):
A deceptive zone. Learners might feel they're treading familiar territory, but a lack of psychological safety means they're not expressing doubts, potentially leading to superficial understanding.
Example: In a workshop discussing new education reforms, a teacher hesitates to voice a contrary opinion, fearing backlash.
4. Withdrawal ~ Fear (Unsafe & Uncomfortable):
The most challenging zone. New learning materials and the absence of safety can make learners withdraw, avoiding participation or engagement.
Example: A seasoned educator is introduced to modern teaching methodologies in a hostile environment, leading them to disengage and revert to old habits.
The Role of Trust and Other Factors:
Moving from either "Stable-Consolidation" or "Withdrawal-Fear" to the "Growth-Change" quadrant requires more than just good content or innovative tools. It requires trust, openness, and a culture of continuous learning.
Trust: Fundamental to psychological safety. When learners trust their peers and leaders, they're more likely to venture out of their comfort zones, ask questions, and embrace challenges.
Feedback: Constructive, regular feedback fosters a growth mindset, enabling learners to see mistakes as opportunities.
Leadership: Leaders who model vulnerability, own their mistakes, and prioritize learning foster an environment ripe for genuine growth and change.
So what?
The interplay between Psychological Safety and Learning Comfort significantly influences the learning journey. As educators and professional learning designers, understanding this dynamic can help create environments that not only inform but transform.
What does this model surface for you? How and when might the Blue and Purple Zones be appropriate?
What leader (of learning) behaviours can help those below the line of safety?
I’d love to learn from your thoughts and insights!
For a deeper dive into systemic problems in adult professional learning, generative conversations, and the neuroscience of learning, stay tuned to this space. Together, we're disrupting entrenched opinions and assumptions in education.