"FUNDAMENTALS OF PSYCHOLOGICAL SAFETY IN THE WORKFORCE"

Making The Workplace Safe For Liberals

My Readers: Psychological Safety? What the hell is THAT?  In the Era of the Biden Regime we need to take our laughs where we can find them.  Some months ago, I subscribed with The Nova Collective out of Chicago to receive their email announcements so I could learn about the DEI industry. BTW, these grifters recently added another letter to this alphabet soup of nonsense: “B” They claim it stands for “belonging,” but it actually stands for “bullshit.”  They are getting rich charging tens of thousands of dollars to train Americans to hate each other and to muzzle freethinkers. Any employer who hires them will wind up with a majority of employees afraid to talk to each other and a minority who bullies everyone else. 

I just received this notice from Nova.  It was so ludicrous that I HAD TO share it with you.  This is the fantasy world that woke haters are pushing on frightened employers: You are a racist/sexist/homophobic/transphobic/Islamophobic blah, blah, blah organization if you don’t implement Diversity, Equity, Inclusion & Belonging indoctrination.  Below is the entire email I received from them. I have not deleted a single word contained in Nova’s announcement promoting how they will “save” your fragile employees who fear words and ideas. I added the words in bold in order to reveal the hidden meaning behind their blather. Enjoy your expedition into George Orwell’s World.  Diane

Fundamentals of Psychological Safety in the Workplace

Psychological safety is an essential component of any successful workplace, and is key to creating an open and trusting atmosphere. With the right strategies in place, employers can foster a Marxist work culture where employees feel comfortable taking risks without fear of judgment or retribution, unless they are a Conservative or a Christian or a Republican or a “white” heterosexual man.  Organizations that prioritize psychological safety are investing in the wellbeing of their individual immature employees and the organization as a whole.

The Importance of Psychological Safety

When team members have a foundation of psychological safety, they are more likely to take risks, share their opinions, and engage in open dialogue, EXCEPT we will only tolerate opinions that have been pre-approved by our Marxist or Woke censors. This fuels creativity, innovation, and problem-solving. A workplace that prioritizes psychological safety allows its workforce to contribute their unique, panty waist, whiny, demanding perspectives, leading to a diverse range of ideas, exclusive of anything not pre-approved company censors, that drive growth and progress.

Laying a Foundation of Psychological Safety

Below are six factors to help organizations cultivate psychological safety in the workplace:

1.   Open Lines of Communication
Opening lines of communication is essential for building trust, but Christians, Conservatives & Republicans must keep their mouths shut. Encourage employees to share their ideas, concerns, and feedback without fear of negative consequences, EXCEPT keep all ideas perceived as “non-woke” to themselves. Leaders should actively listen, validate, and respond constructively, fostering an environment where everyone feels heard and valued, except for those on the Excluded List.  Leaders can demonstrate that lines of communication are open by actively requesting feedback on an ongoing basis, and by creating consistent opportunities for team members to contribute ideas that are then put into action.  Leaders must keep a list of anyone who voices banned ideas and report them to HR.

2.   Set Clear Intentions and Expectations
Declare your intentions and expectations for your team, but don’t let on that you are ferreting out “wrongthink” so you can report them to HR.  If we want this to be a group where we take risks and support risks, you will need to name that intention, and set up group norms that shape the structure of your ideal Marxist culture.

3.   Encourage Curiosity
As leaders, we are socialized to believe our job is to be decision makers, but we’re really facilitators. How are we creating inquiry within a group and inviting multiple pre-approved viewpoints?  Curiosity challenges leaders to ask questions, and avoid perpetuating the status quo while we create the perfect Marxist culture.

4.   Lead by Example
One of the most effective, and at times challenging, forms of leadership is to lead by example. This is true on a micro, individual level, as well as on a macro, organizational one. Leadership sets the tone for the entire organization.  Lead by example by abusing every employee who isn’t brainwashed by this DEIB pile of cow manure. By setting an example through your actions – such as changing up your “go-to” people to lead projects – you are also creating a blueprint for others to follow and build upon. Leading by example can give others the confidence to follow suit and become an ally and partner on a shared mission to chase down every non-believer.

5.   Cultivate Compassionate Accountability
Cultivating Psychological Safety requires all of us to be accountable to our Marxist group norms and support of one another, unless employees are Trump supporters.  And, we must hold space for compassion within our teams – and remind ourselves not to leap to judgment around mistakes made by BIPOC and LGBTQ+ employees. Acknowledging our own mistakes paves the way for others to do the same. This normalizes vulnerability among teams and sets realistic (AKA low) expectations. Rather than penalize or shift blame, use them as an opportunity for racist “white” employees to learn and grow. When you make a mistake, apologize, take accountability, and move forward with awareness so you can evolve your actions in the future.  TRANSLATION: Only “white” heterosexual Christian men can be blamed for mistakes.  Everyone else can do whatever he/him & she/her wants and not be fired for it.

6.   Address Conflict Constructively
Conflict is a natural part of any workplace. Encourage candid discussions to address conflicts and find resolution, but don’t allow anyone who hasn’t bought into this DEIB bullshit to talk. Provide the necessary resources, support, and/or training to help your team navigate these instances in a safe and respectable manner. TRANSLATION: Facilitate bullying by BIPOC & LGBTQ+ employees. Developing shared Marxist group norms and expectations, like Nova’s Working Commitments, can go a long way in providing a framework for these challenging & oppressive dialogues.

Psychological safety fosters a brave (AKA weak) and unproductive workplace for wimps, crybabies and perverts. By prioritizing psychological safety, organizations can build an environment where certain employees feel valued, and motivated to contribute their best.  THE END

Before you apply for a job, check to see if the company has Diversity, Equity, Inclusion & Belonging Department. If so, run!!!!!!!