The 4 Stages of Psychological Safety

Dr. Clark brilliantly poses a digestible theory of human interaction and how organizations can become incubators of innovation by focusing on the four stages of psychological safety. 

For the past eight years I have been immersed in developing and delivering educational, recreational, and leadership programs for teens in my community. When I came across this book in 2023, I was delighted to find such a concise and clear theory of human interaction necessary for innovation.  Many human behavioral studies show that after basic human needs are met, psychological safety becomes a priority.   

Dr. Clark’s theory in his book,  The 4 Stages of Psychological Safety, outlines the stages of psychological safety a social unit must offer, and an individual must feel, in order to reach the innovation threshold.  Through these four stages, full human potential, and in turn, organizational potential can be realized. 

Dr. Clark opens and closes the book with a challenge for each of us….. 

“I invite you to conduct a searching personal inventory about the way that you behave towards others, especially those who are strangers or against whom you have a lingering bias or prejudice. 

1. Inclusion Safety: Are you prepared to cross the threshold of inclusion, bridge differences, and invite others into your society? 

1. Learner Safety: Are you prepared to encourage others to learn? 

1. Contributor Safety: Are you prepared to give others the autonomy to contribute and deliver results? 

1. Challenger Safety: are you prepared to cross the threshold of innovation and provide cover for others to challenge the status quo and innovate?” 

If you aim to offer psychological safety as the foundation for leadership, if you feel that your team is lacking innovative ideas, or work is not expanding or improving, this book is a great way to benchmark yourself or your organization.  

 I found myself in new territory creating a local nonprofit dedicated to serving teens. I have had the privilege to lead many organizations in my career and already knew that success comes easier when the leadership is dedicated to offering what Dr Clark identifies as the four stages of psychological safety; inclusion safety, learner safety, contributor safety and challenger safety. 

However, raising money requires measuring outcomes.  Funders want data, academic support studies, performance metrics, causal research, and stories of impact.  Dr. Clark’s theory offered powerful language to help me communicate to supporters the importance of creating a “safe space” for teens. In an environment of psychological safety, teens in our leadership development program have begun to expand their thinking about alternate and creative ways to serve our community. Many ideas are very different from historical programs. As a result of achieving what Dr Clark calls “social exchanges” where creative and innovative ideas from teens benefit their personal development. Thus, creating an overall stronger organization.  This is the cycle of expansion rather than contraction, and is necessary to support human development .  

Additionally, when we have personal experience with what psychological safety feels like and looks like, we are able to recognize the opposite more easily.  Knowing what is possible also increases confidence to address issues that arise for individuals in the future.  Team members experiencing psychological safety have a model to take into future leadership roles.   

Companies and organizations progressing into this new age of business will seek leaders who can create psychological safety.  These leaders will possess traits such as emotional intelligence, empathy and compassion.  Offering a clear path for leaders to incorporate all stages of psychological safety, Dr. Clark’s book offers a framework and language to integrate into any organization for creating environments for human potential to shine.