V Skill HF-D3.6-003 transversal 8 skills
promoting psychological safety
Acting so that others can voice mistakes, doubt and criticism without disadvantage, by keeping own reactions predictable and following up on what is raised.
How hrmforce measures this
- Assessment method
- 360-degree feedback
- hrmforce instrument
- Pulse Survey, 360 Feedback
- Competency (50-framework)
- Sensitivity
- Trainability
- medium
- Demand outlook 2026 to 2030
- rising
Multiple raters around the person rate behaviour against behavioural anchors.
Behavioural anchors
| Level | Behaviour at this level |
|---|---|
| N1 Guided | Responds calmly when a colleague reports a mistake and thanks that person for raising it. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Explicitly asks the team for doubt and dissent, names own mistakes and reports back what was done with signals raised. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Measures across the organisation whether people feel safe to speak up and steers leadership behaviour on those outcomes. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.
Underlying skills
These skills inherit the assessment route and the behavioural anchors of this construct.
| T | Skill | Definition | Demand outlook 2026 to 2030 |
|---|---|---|---|
| V | Making mistakes discussable in the team Learning from errors | Setting up a fixed moment where mistakes and near misses are discussed without repercussions. | rising |
| G | Bringing own mistake as an example Modelling vulnerability | Being the first to name an own misstep in the team and telling what you took from it. | rising |
| G | Reacting predictably to bad news Predictable response | Asking questions first when bad news arrives and only then discussing consequences and measures. | rising |
| V | Making room for questions and doubt Inviting questions | Explicitly asking after an explanation or decision which doubt or question still remains. | rising |
| V | Following up on a concern raised Closing the loop | Taking up a concern raised, telling the person what you did and reporting back the result. | rising |
| V | Leading a blameless review Blameless postmortem | Directing a review of an incident at causes in the process rather than at who did it. | rising |
| V | Organising anonymous input Anonymous input | Using a short anonymous round or survey so that sensitive points still reach the table. | rising |
| V | Agreeing team rules for dissent Team ground rules | Agreeing with the team how and when members may contradict each other and what happens next. | rising |