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Seguridad Psicológica: la clave para liberar el máximo potencial de los equipos

Por Bea Makowka

Javier Laso Send an email 5 mayo, 2025
847 428 5 minutos de lectura
20250326_INIZIO_BeatrizAuditorio

En un momento en el que las empresas compiten no solo por el mercado, sino también por el talento, la innovación y la adaptabilidad, es urgente replantear la manera en que gestionamos a las personas. ¿Cómo construimos entornos donde los equipos se atrevan a pensar en grande, equivocarse sin miedo, aportar ideas sin ser juzgados y señalar errores antes de que se conviertan en crisis?
La respuesta a esta pregunta tiene un nombre que empieza a resonar con fuerza en el mundo organizacional, pero que aún está lejos de consolidarse como práctica sistemática: la seguridad psicológica.

¿Qué es la seguridad psicológica?

Amy Edmondson, profesora de Harvard y una de las voces más autorizadas en este tema, define la seguridad psicológica como la creencia compartida dentro de un equipo de que es seguro asumir riesgos interpersonales. En otras palabras, es el clima de confianza que permite decir:

  • “No estoy de acuerdo.”
  • “Tengo otra propuesta.”
  • “Creo que estamos cometiendo un error.”
  • “No lo sé, ¿alguien puede ayudarme?”

Sin miedo. Sin represalias. Sin vergüenza.

Cuando ese entorno existe, la creatividad fluye, los errores se corrigen antes de escalar, y las ideas, incluso las más arriesgadas, encuentran un lugar donde germinar.

Y sin embargo, la mayoría de las organizaciones aún operan bajo culturas del miedo, la complacencia o el silencio. Los datos son contundentes:

  • Solo el 10% de los empleados están realmente comprometidos con su empresa (Gallup).
  • El 29% siente que no es escuchado en su lugar de trabajo.
  • Un tercio de los trabajadores en el mundo confiaría más en un robot que en su jefe (Oracle y Future Workplace).
  • En España, solo el 22% de las empresas promueven activamente la creatividad, según el Informe de Innovación 2023 de Cotec.

La falta de seguridad psicológica está en la raíz de estos números. No se trata de un “buenismo”, sino de una cuestión estratégica para la sostenibilidad y el éxito de cualquier organización.

¿Por qué escribí este libro?

El libro «Seguridad Psicológica: La clave para liderar entornos de creatividad, innovación y colaboración» nació de observar lo que ocurre dentro de las organizaciones más allá de los discursos. He trabajado y colaborado con equipos muy diversos, y he visto cómo unos brillaban y otros simplemente sobrevivían. ¿La diferencia? Siempre era cultural. Más concretamente, estaba en el tipo de liderazgo que ejercía la persona responsable.

He sido parte de equipos en los que podías ser tú mismo, donde los lunes se vivían con ilusión, y donde las ideas fluían libremente. Pero también he vivido contextos en los que el silencio era la norma, las buenas ideas morían en los pasillos y los errores se escondían hasta convertirse en crisis. Durante mucho tiempo no supe cómo nombrar esa diferencia. Hasta que lo entendí: lo que faltaba era seguridad psicológica.

Este libro recoge lo aprendido, vivido y compartido en ese camino. Es un compendio de lecciones extraídas de líderes que admiro, de investigaciones y lecturas y, sobre todo, de la vida real. Cada capítulo propone una reflexión compartida y una guía práctica para aplicar estos aprendizajes en el día a día de la gestión de personas.

El papel clave del liderazgo intermedio

Uno de los puntos centrales del libro es visibilizar el papel estratégico del middle management, ese colectivo a menudo presionado, olvidado y, sin embargo, absolutamente clave en la construcción de una cultura organizacional sana.

Los líderes intermedios son el puente entre la estrategia y las personas. Son quienes aterrizan las decisiones de la alta dirección y las traducen en conversaciones reales, en reconocimientos, en cómo se gestiona un error o en qué se premia y qué se castiga.

Pero ¿están preparados para ejercer este rol tan complejo? ¿Les estamos acompañando desde RRHH o simplemente exigiendo más métricas, más eficiencia y más control? El libro plantea esta pregunta con fuerza y ofrece claves para fortalecer el liderazgo intermedio como motor de confianza, compromiso e innovación.

Los beneficios de crear seguridad psicológica

En el libro defiendo, a través de ejemplos y casos reales, los beneficios tangibles de fomentar un entorno psicológicamente seguro:

Creatividad: cuando no hay miedo, las ideas vuelan

La creatividad no nace de la presión ni del control, sino de la libertad y disfrute. Cuando los equipos sienten que pueden expresar ideas sin temor a ser juzgados, incluso cuando esas ideas no están del todo pulidas o van en contra del pensamiento dominante, se atreven a explorar nuevas posibilidades.

Innovación: el riesgo deja de ser amenaza y se convierte en oportunidad

No hay innovación sin asumir el riesgo. Pero en muchos entornos laborales, arriesgar se penaliza, y el miedo al error silencia la creatividad antes de que pueda materializarse. La seguridad psicológica no elimina los errores: los gestiona de forma saludable. Permite experimentar, fallar rápido, aprender más rápido aún, y avanzar.

Colaboración: confianza para construir juntos

La colaboración auténtica no se basa solo en compartir tareas, sino en compartir ideas, preocupaciones, dudas y propuestas sin preocuparse a perder estatus o ser malinterpretado. Un equipo que no se siente seguro es un equipo que calla, que oculta, que no se ayuda. Pero cuando hay seguridad psicológica, las personas se abren, escuchan, se apoyan y construyen desde la diferencia de sus puntos de vista, observaciones y comentarios.

Una invitación a mirar hacia dentro

El libro no pretende dar recetas mágicas. Pretende abrir una conversación. Invitar a líderes, equipos a hacerse preguntas valientes:

  • ¿Qué tipo de entorno estoy creando a mi alrededor?
  • ¿Qué cosas no se están diciendo en mi equipo… y por qué?
  • ¿Qué puedo hacer para que las personas se sientan escuchadas, valoradas y libres para ser auténticas?

En conclusión

Seguridad Psicológica: La clave para liderar entornos de creatividad, innovación y colaboración es una invitación a repensar el liderazgo, a humanizar la gestión de personas y a convertir la confianza en una ventaja competitiva.

Porque si queremos organizaciones innovadoras, necesitamos equipos comprometidos.
Y si queremos compromiso, necesitamos líderes que escuchen, comprendan y sostengan.
Y para que eso ocurra, necesitamos crear espacios donde las personas no tengan que elegir entre ser brillantes o ser auténticas.

Necesitamos seguridad psicológica. Y necesitamos empezar hoy.

_____________________________________________________________________

El libro se presentará en el 7 de mayo, 2025 en la Sala de Ámbito Cultural del Corté Inglés de la Castellana y ya está disponible para en las siguientes páginas:

El Corte Ingles

Amazon

Google

Todos tus libros

Librería Universitaria (León)

Cauce Libros (Distribuidor Internacional)

La LLar del LLibre (Sabadell)

Bea Makowka

Directora de Recursos Humanos con más de 20 años de experiencia en compañías internacionales como EY, Vodafone, Sanitas, 3M y Kimberly Clark. Actualmente directora de HR para Iberia en Inizio Engage, una compañía multinacional americana del sector Ciencias de la Salud. Ha trabajado en múltiples sectores, desempeñando diversas funciones en el ámbito de RRHH y ampliando su experiencia hacia la gestión del talento, el cambio organizacional, la cultura corporativa y el bienestar del empleado.

Nombrada una de las 100 mejores directoras de RRHH por Forbes en 2024, es profesora de Bienestar Corporativo en La Salle Business School. Nacida y criada en Polonia, madre de dos hijos y orgullosa ciudadana española desde hace 23 años. Es una persona curiosa y orientada al propósito, siempre buscando tener un impacto positivo en la vida de las personas. Apasionada por la Diversidad, Equidad e Inclusión (DEI) y por el enfoque sostenible en los recursos humanos.

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Javier Laso Send an email 5 mayo, 2025
847 428 5 minutos de lectura

Javier Laso

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