Many organizations struggle with a lack of psychological security. This manifests itself in:

• Increased absenteeism (stress, burnout due to fear of making mistakes or being judged).
• Gossip and political behavior (information is not shared, people cover themselves).
• Passivity and low engagement (employees "sit out" their work, lack of initiative).
• No accountability culture (conflicts are avoided or escalate uncontrollably).

The consequences? Lower productivity, higher outflow and lack of innovation.

How big is the problem?

• Psychological insecurity costs organizations millions through absenteeism, turnover and reduced performance.
• A "silent" disengaged employee costs 34% of salary annually in lost productivity.
• 83% of employees in an unsafe organization are afraid to raise problems with supervisors (Gallup, 2022).
• Conflict-related absenteeism costs Dutch companies €4.7 billion annually.

We introduce the 5 Pillars of Psychological Safety, a strategic program that combines behavior change with structural interventions:

1. Shared Goals & Shared Ambition
   • Co-creation sessions with leadership and teams to establish clear, inspiring and achievable goals.
   • Organizations develop a culture of "learning together" rather than "checking off on mistakes.
2. Exemplary Behavior of Executives
   • Executive coaching and leadership training: how to create a safe and open atmosphere?
   • Leadership pathways focused on reflection, vulnerability and giving/receiving feedback.
3. Employee Engagement & Autonomy.
   • Team session to embed basic psychological needs (recognition, influence, autonomy) into work processes.
   • Create ownership and decision-making that truly belongs to the teams.
4. Building Conflict Competence in the Organization
   • Training in constructive interviewing, mediation skills and dealing with resistance.
   • Introduce an "early conflict resolution" policy: identify and manage conflicts in a timely manner.
5. Assurance & Measurability: How do we know it works?
   • Psychological Safety Measurement (before and after intervention).
   • Establish KPIs: lower absenteeism, higher employee satisfaction, less turnover.
   • Strategic collaboration with HR and leadership to permanently embed behavioral change.

Van Opstal unburdens you with a clear process with a number of opt-out moments. This way, you know what to expect and maintain control.

1. Intake and Proposal: within 2 weeks
   • We schedule an intake interview with two or three key players in the organization.
   • You will receive a no-obligation proposal from us.
2. Goals and baseline measurement: within 6 weeks
   • Co-creation sessions with management
   • Zero measurement staff
   • Inventory HR
3. Fires and Peat Fires: within 2 months
   • De-escalation of existing conflicts through talks or mediation
   • Creating security for sequel
4. Training and resources: within 4 months
   • Team sessions to define communication and resources
   • HR and management training
5. Assurance and evaluation: after 6 months and 12 months
   • Create and implement 'early conflict resolution' policy
   • Monitoring follow-up team sessions
   • Employee satisfaction evaluation

Why us?

• Van Opstal offers a unique combination of mediation, organizational psychology and leadership development.
• Proven approach in breaking unsafe patterns and system dynamics.
• Experience in both labor mediation and strategically guiding transformations in organizations.
• A wide network of professionals that can be involved.

Why this proposition?

This approach is strategic and integral, because psychological safety is not just about preventing conflict, but about structurally building a culture in which people dare to speak up, are allowed to make mistakes and grow together. This strengthens engagement, innovation and job happiness.