Introduction

Learning flourishes where mistakes are welcome

As leaders, we need to create opportunities for learning and professional development to prevail in a competitive world. Part of this learning process includes asking questions, making mistakes, learning from them, and many times starting over.

For organizations to succeed today, their people must be continually learning, yet the process is often uncomfortable ⁽¹⁾.

As an ideal, people would be free from intimidation to learn and work in an environment where there is a sense of psychological safety; defined as the extent to which the team or a person within it, feels safe to take interpersonal risks ⁽²⁾.

Humans are inherently curious and driven to acquire new knowledge, yet this basic motivation is frequently underestimated in the workplace. Even managers with good intentions often deprioritize learning and development, citing time constraints or not having faith in their team as the main barrier.

Cultivating Learning in the Workplace

Leaders should initiate the process of learning by: 

• Intentionally getting to know your team. People learn best from leaders they trust and feel cared for.
• Showing belief in your team.
• Emphasizing that mistakes are a natural part of progress. Rather than assigning blame, use mistakes as opportunities to learn.
• Reinforcing the idea that learning is not immediate, but a process that requires time and effort. Patience is a valued behavior that should be encouraged and reinforced.
• Understanding that we all learn differently. Some learn best by observation, and others learn better through hands-on experience.

Benefits of Learner Safety

When farms create a culture where learning is supported and errors are viewed as opportunities for improvement, both people and operations become stronger. This foundation makes it possible to fully realize the benefits of learning safety in agriculture. 

Learner safety:

• Builds confidence and new skills as individuals progress from dependence to competence.
• Reduces mistakes and improves safety, especially in agricultural operations where tasks involve higher risk.
• Increases engagement and retention, as employees who feel supported in their learning are more likely to stay.
• Strengthens teamwork by removing the fear of appearing inexperienced and enabling teams to solve problems collaboratively.

Conclusion

In the next article of the psychological safety series, we will examine contributor safety, the third stage of psychological safety, and how it empowers individuals to apply their skills and add value with confidence.