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Frequently Asked Questions

The following are some common questions people ask about the Psychologically Safe Leader Assessment (PSLA).

What is the Psychologically Safe Leader Assessment?

The Psychologically Safe Leader Assessment is a set of free resources to help organizations and leaders assess and address strategies pertaining to psychological health and safety. It is based on the requirement for competent leadership as described in the National Standard of Canada for Psychological Health and Safety in the Workplace. The assessment can be assigned to leaders by an administrator authorized by an organization seeking to support leadership development. There is also a separate option that allows individuals to take the assessment for their personal and confidential learning and development. Leaders complete a self-assessment which helps identify positive strategies they are currently using as well as additional strategies known to support a psychologically safer workplace. The results provide clear strategies to improve psychologically safe leadership.

This is not a personality or character assessment. It focuses only on the extent to which strategies known to support psychologically safe work are being implemented.

The goal of organizations is to consider how to provide adequate training, resources or support to allow for psychologically safe leadership. Psychologically Safe Leader provides specific strategies, free resources, and clear direction to help.

The optional Employee Feedback version (PSLA-E) obtains perspectives from the leader's direct reports. This helps to see whether the employees are aware of the extent to which these strategies are being implemented. Any discrepancy in perception provides an excellent opportunity for team discussion and engagement towards a psychologically safer workplace.

The Psychologically Safe Leader Assessment is meant to be part of continual improvement of leaders and can be accessed as many times as desired.

How much does the Psychologically Safe Leader Assessment cost?

The Psychologically Safe Leader Assessment and related resources found on the Workplace Strategies for Mental Health website are provided at no cost. Any organization using the free tools may also choose to allocate additional resources in terms of employee time spent supporting implementation of the strategies identified by the assessment.

How long does the Psychologically Safe Leader Assessment take to complete?

The leader self-assessment and employee feedback version each take approximately 20 minutes to complete.

How do I create an account to complete the Psychologically Safe Leader Assessment?

If required by an organization as part of leader development, only the authorized administrator will need to create an account. The administrator will then send a unique link to each leader to complete the assessment.

Remember that what is being asked is only the extent to which you are engaging in specific leadership strategies. There is no medical, health or personality information collected. The Psychologically Safe Leader Assessment is focused only on activities known to support a psychologically safer work environment. The role of the organization is to identify which strategies are not currently being implemented and consider whether they need to provide more training, resources or support if they wish leaders to take action.

The Psychologically Safe Leader Assessment is a free resource to help workplace leaders evaluate their strategies related to psychological health and safety.

Will my responses be confidential, or can others see my result?

If you are completing the Psychologically Safe Leader Assessment through your organization, the authorized administrator will be able to see your results and share them with authorized senior management.

Remember that what is being asked is only the extent to which you are engaging in specific leadership strategies. There is no medical, health or personality information collected. The Psychologically Safe Leader Assessment is focused only on activities known to support a psychologically safer work environment. The role of the organization is to identify which strategies are not currently being implemented and consider whether they need to provide more training, resources or support if they wish leaders to take action.

Aggregate information without personal identifiers from all users of the Psychologically Safe Leader Assessment is shared with qualified independent researchers.

For independent users (leaders not assigned the Psychologically Safe Leader Assessment by an authorized administrator) who are completing the assessment for their own learning and development, the information gathered is completely anonymous. As above, aggregate information without personal identifiers will be collected for qualified independent researchers.

What do I do with the results after completing the Psychologically Safe Leader Assessment?

The assessment allows for identification of specific leader strategies to support psychological health and safety in the workplace. After completing the assessment, the development of an action plan to implement or improve specific strategies is intended to enhance psychologically safe leadership approaches. Many free resources are provided to help organizations or leaders take action.

Can the Psychologically Safe Leader Assessment be retaken to measure progress?

Yes, the Psychologically Safe Leader Assessment can be taken multiple times. If the organization has an administrator assigning the link, the administrator can send a new link whenever a leader is ready to do it again. Alternatively, an individual account could be set up by a leader in addition to their organization’s account. The results from an individual account are not shared with the administrator. Leaders taking the assessment on their own can retake the assessment as many times as they wish through their individual account.

It is recommended the assessment be completed on a yearly or semi-yearly basis, coupled with a tailored action plan to enhance leadership strategies. This allows for continual improvement.

Micro-changes that are easily integrated with existing leadership responsibilities can be more effective and sustainable than trying to implement many changes at once. Start with those known to be doable and those that can have the greatest positive impact. Once these become part of the regular leadership approach, an updated assessment can identify additional positive strategies to be considered.

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