There’s nothing more crucial to the success of your team and your business than creating an environment of psychological safety. When there is psychological safety in a team—meaning team members feel respected, valued, and free to be themselves at work—there is less turnover, decreased rates of burnout, better decision-making, and greater creativity. So, how can leaders foster psychological safety in their teams?
What is Psychological Safety?
First, let's start with what this term means. Psychological safety is the shared belief and practice that team members can express ideas, provide feedback, admit mistakes, and be authentic without fear of negative consequences—whether from leaders or peers. It’s an environment where open communication thrives, hard things are talked about, and new ideas are welcomed. Mistakes are freely admitted and learned from, and leaders and team members actively work on self-awareness so they can listen attentively and respond productively—even when triggered. This might sound like an unattainable dream, but it’s a practice built on intentionality, self-awareness, and mutual respect.
What Psychological Safety is NOT
Sometimes, when I work with team leaders, the idea of building psychological safety feels like just another item on their to-do list—another obligation when they’re already burned out and struggling. So before we discuss how to build psychological safety, let’s clarify what it is not.
Psychological safety does not mean that teams get whatever they want or that leaders must cater to their every whim. It’s also not a ploy to saddle leaders with responsibility for their team’s emotional well-being. Instead, it’s about understanding yourself and the dynamics of a healthy team so you can account for your own idiosyncrasies, weaknesses, and triggers. It involves cutting through posturing, politicking, and subterfuge, while also setting boundaries and asking for help when needed.
How to Build Psychological Safety
Open, Courageous Communication
The first step to creating an environment of psychological safety is removing the politicking, posturing, and subterfuge from the workplace and speaking plainly, openly, and respectfully. This doesn’t mean every team member gets full access to all information, but it does mean the workplace operates transparently and without favoritism. When everyone knows what’s going on (appropriate to their role) and where they stand, it fosters safety.
Even when feedback is negative, if it’s clear, concise, and respectful, it still promotes a safe environment. Workplaces free of gossip, favoritism, and post-meeting gossip are more creative, collaborative, and trusting.
To foster open communication:
Be kind but clear: Direct communication paired with respect is key.
Avoid gossip and subterfuge: Build trust by maintaining a strict policy of confidentiality as well as respect at all times.
Encourage openness: Allow others to share freely without fear of repercussions.
Present, Active Listening
A psychologically safe environment is one where team members know they will be heard and respected. Most of us aren’t attached to a specific outcome, but we deeply value being listened to when something feels important. As a leader, this doesn’t mean you need to overextend yourself. Instead, create structures to show respect while honoring your own capacity—such as office hours, conversation time limits, or clear communication about availability.
When you do listen, focus on understanding rather than responding. Work on reframing moments of disagreement as opportunities to respect the other person’s perspective and gain insight.
To improve your listening:
Set boundaries: Establish clear limits for when you can and can’t listen.
Listen without advice: Avoid jumping in with solutions unless explicitly asked.
Listen for understanding: Pause your internal response and focus on what’s being said.
Non-Defensive, Productive Responses
Responding instead of reacting is one of the greatest skills a leader can cultivate. Understanding your triggers and blind spots is crucial for showing up as your best self. Tools like personality typing can help you gain self-awareness, which you can then apply to respond thoughtfully in challenging situations.
Even a simple acknowledgment, such as, “Hey team, I’m dealing with some personal stuff and might seem grumpy, but I’m not upset with anyone here,” can ease tension. Your ability to own your emotions and model healthy responses is a sign of high levels of emotional intelligence and sets the tone for psychological safety.
To develop productive responses:
Know your triggers: Reflect on what upsets you and pause to process emotions before reacting.
Slow down: Take a breath before responding in emotionally charged moments.
Own your emotions: Communicate openly about your needs, such as space or time.
Welcome feedback: Invite honest input without defensiveness, and use it to improve.
Normalizing and Learning from Failure
We all make mistakes. As leaders, how we handle our mistakes sets the example for our teams. Do we own up, deflect blame, or hide the truth? The way we handle failure models whether it’s safe for others to take risks and grow.
When appropriate, be transparent about errors and share how you’ll improve. This humility and openness foster a culture where mistakes become learning opportunities, not sources of shame.
To normalize failure:
Acknowledge your mistakes: Show accountability without losing confidence.
Reflect and learn: Conduct postmortems on projects or situations to identify lessons and improvements.
Manage reactions: Respond to others’ mistakes with grace and perspective.
Model resilience: Demonstrate curiosity and determination in the face of challenges.
Final Thoughts
Psychological safety is a by-product of intentionally improving your self-awareness. Just like “great hair doesn’t happen by mistake but by appointment,” self-awareness doesn’t happen with age but with intentional effort. When leaders acknowledge their humanity and commit to growth, they create workplaces where people can show up as they are and know that it’s enough.
Psychological safety is the foundation of thriving workplaces. By fostering open communication, active listening, productive responses, and a growth mindset, leaders unlock the full potential of their teams. Prioritizing this cultural shift isn’t just about avoiding pitfalls like burnout—it’s about creating an environment where everyone can truly excel. And that’s a win for everyone.
Want more information? Contact me at Enneagramreflections@gmail.com
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