I’m not exactly sure what you mean by “psychologically safe”. Could you elaborate please?
> Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. In teams, it refers to team members believing that they can take risks without being shamed by other team members. In psychologically safe teams, team members feel accepted and respected. It is also the most studied enabling condition in group dynamics and team learning research.
People aren’t being cancelled for speaking their minds. They’re being cancelled when speaking their minds is literally offensive to small and large groups of people.
Almost every time someone is complaining about cancel culture, what they’re really complaining about is being held accountable for the dumb shit they say or want to say.
Also, “shifting social norms”, lol, from what to what, if you don’t mind me asking?!
Edit: you can downvote me but you can’t produce a single example.
Frankly, I'm not interested in examples that weave their way through your maze of exceptions for what you deem to be acceptable dissent. I care about the people spouting "dangerous rhetoric", whatever that is, getting cancelled.
Or more aplty: the problem is we have a deep divide in what constitutes bigotry. A significant portion of Americans oppose gay marriage, and a roughly equal portion would consider that bigotry.
You cannot run a society that way.
Im not necessarily trying to say you're wrong. Rather, I am trying to infuse some humility and shades of grey into a situation that I think you're portraying as black-and-white.
Job security comes from career capital. You are seen as a key contributor and the company does its best to retain you. If you leave or are left, you can pick up a new job quickly.
Psychological safety comes from mutual respect. You don’t make fun of people for making suggestions you disagree with, they don’t think you’re dumb for making a mistake. That sort of thing. Having each other’s backs basically. While management can work on promoting psychological safety, they do not have direct power to implement it (outside of firing/coaching toxic people), you and your team have to do the implementation.
Funnily, your job security may come at the cost of psychological safety to the team, if you’re the problem, but also a critical high performer.