Imagine this: You ask your team during a meeting, “Any thoughts?” and you’re met with silence.
Not because they lack ideas but because they fear judgment, dismissal, or blame.
I’ve seen this first-hand.
Years ago, a brilliant young nurse hesitated to speak up about a medication error she noticed.
When I later found out, I realized the culture we’d built discouraged open dialogue.
That day, I committed to creating a space where people could speak freely and without fear.
Psychological safety isn’t a “soft” leadership strategy.
It’s the foundation for innovation, speed, and trust. When people feel safe, they contribute more ideas, admit mistakes early, and collaborate effectively.
Google’s Project Aristotle confirmed that psychological safety was the number one factor driving high-performing teams.
If people don’t feel safe, they won’t take risks; without risks, there’s no innovation.
How do you foster it?
- Model vulnerability: Admit when you don’t have all the answers.
- Reward honesty: Celebrate truth-telling, even when it’s uncomfortable.
- Ask more than you tell: Questions open doors.
- Respond, don’t react: How you respond to feedback sets the tone.
Building psychological safety is an everyday leadership habit, not a one-off intervention.
This week, try this:
In your next team meeting, ask: “What’s one thing we could do better, and how can I help?”
Then listen.
And thank them for their honesty.