Creating Psychological Safety: The Foundation of High-Performing Teams
- linnearader
- Jul 21
- 5 min read
"Psychological safety isn't about being nice or avoiding difficult conversations. It's not about lowering standards or accepting mediocrity. It's about creating an environment where people feel safe to speak up, make suggestions, share ideas, take risks, make mistakes, and be human, all while pursuing excellence together."
Picture this: You're in a team meeting, and someone presents an idea that's... well, let's just say it needs some work. What happens next tells you everything about your team's psychological safety.
Does someone immediately shut it down? Do people exchange glances and stay silent? Is a joke muttered under someone’s breath? Or does the team lean in, ask questions, and help build on the idea, even if it's not quite ready for prime time?
That moment right there? That's psychological safety in action. And it's the difference between a team that merely functions and one that truly thrives.
What Is Psychological Safety, Really?
"Think of it as the soil in which high performance grows. Without it, even the most talented individuals will hold back, stay quiet, play it safe, and never grow or reach their full potential."
Psychological safety isn't about being nice or avoiding difficult conversations. It's not about lowering standards or accepting mediocrity. It's about creating an environment where people feel safe to speak up, make suggestions, share ideas, take risks, make mistakes, and be human, all while pursuing excellence together.
Think of it as the soil in which high performance grows. Without it, even the most talented individuals will hold back, stay quiet, play it safe, and never grow or reach their full potential. But, with it? Ordinary teams become extraordinary!
The Cost of Playing It Safe
Here's what I've learned: Most teams are operating at about 60% of their potential. Not because they lack talent or resources, but because people are afraid.
Afraid to suggest that crazy idea that might just work. Afraid to admit they don't understand something. Afraid to challenge the status quo. Afraid to speak up. Afraid to fail.
When psychological safety is missing, you'll see:
Ideas shared only in hallway conversations, never in meetings
Problems discovered too late because no one wanted to be the bearer of bad news or question a co-worker
Innovation stagnating because "that's not how we do things here"
Talented people becoming disengaged or leaving altogether
Sound familiar? You're not alone. But here's the good news: psychological safety is something you can build, nurture, and strengthen.
"Most teams are operating at about 60% of their potential. Not because they lack talent or resources, but because people are afraid."
The Leader's Role: It Starts With You
"When someone brings you bad news or admits to a mistake, your first response sets the tone for everything that follows. Instead of 'How did this happen?' try 'What can we learn from this?'"
Creating psychological safety isn't a team-building exercise you can delegate to HR. It starts with you, the leader, and how you show up every single day.
Model Vulnerability
Did you read last week’s post about vulnerability in leadership? If not, I’ll link it at the end so you can read it next, it’s important!
Remember, your team is watching. When you admit you don't have all the answers, when you acknowledge a mistake, when you ask for help, you're giving everyone else permission to be human too.
Respond to Failure With Curiosity, Not Judgment
When someone brings you bad news or admits to a mistake, your first response sets the tone for everything that follows. Instead of "How did this happen?" try "What can we learn from this?" Instead of "Who's responsible?" ask "How can we prevent this in the future?"
Your team needs to know that failure is a learning opportunity, not a career-ending event. Nor should it be an opportunity to point fingers or place blame.
Ask Questions That Matter
"What do you think?" is nice. "What are we missing?" is better. "What would you do if you knew you couldn't fail?" is amazingly powerful.
The questions you ask signal what you value. Ask about problems, ideas, and possibilities. Ask about what's working and what isn't. Ask about the elephant in the room that everyone's thinking about but no one's saying.
Asking “what do you think” can leave your team in a lurch. Does their leader want to hear all the great things about the idea? Do they want to get complimented? Or are they looking for honest and constructive feedback or even criticism. How you ask the question will help your team’s comfort level and depth of their responses to you.
Building Safety Through Small Actions
"Your willingness to be uncertain makes it safe for others to be uncertain too. And uncertainty is where innovation and growth lives."
Psychological safety isn't built in grand gestures, it's built in moments. Small, consistent actions that accumulate over time.
The Power of "I Don't Know"
Three simple words that can transform your team culture. When you don't know something, say so. When you're asked a question you can't answer, admit it. When you're facing a challenge you've never encountered before, be honest about it.
Your willingness to be uncertain makes it safe for others to be uncertain too. And uncertainty is where innovation and growth lives.
Create Rituals of Reflection
Build regular opportunities for your team to reflect on what's working and what isn't. Maybe it's a weekly "lessons learned" discussion. Maybe it's a monthly "what if" session. Maybe it's a quarterly "sacred cow" meeting where everything is up for questioning.
The key is consistency. Make reflection and honest conversation a normal part of how you operate, not something that only happens when there's a crisis (or just after).
Celebrate the Attempt, Not Just the Outcome
When someone takes a risk and it doesn't work out, what happens next? If you only celebrate successes, you're teaching your team that it's better to play it safe than to try something new.
But if you celebrate the courage to try, the willingness to experiment, the commitment to growth, even when the outcome isn't perfect, you're building a culture of psychological safety.
The Ripple Effect
Here's what happens when you get this right: People start bringing you their best ideas, not just the safe ones. They flag problems early instead of hoping they'll go away. They ask questions that lead to breakthrough thinking. They support each other through challenges instead of throwing each other under the bus.
Innovation increases. Engagement soars. Turnover drops. Performance improves.
But perhaps most importantly, people feel valued for who they are, not just what they produce. And that's the foundation of truly sustainable success.
Your Next Step
Building psychological safety doesn't happen overnight. It requires intention, consistency, and patience. But it starts with a single step.
Tomorrow, in your next team interaction, try this: Instead of giving the answer, ask a question. Instead of solving the problem, invite collaboration. Instead of being the expert, be curious. And then, listen.
Notice what happens. Notice how people respond. Notice how you feel.
That's psychological safety beginning to take root.
The Choice Is Yours
You can lead a team that operates at 60% of its potential, where people play it safe and innovation is rare. Or you can create an environment where people bring their full selves to work, where creativity flourishes, and where everyone grows together.
The choice is yours. The power is in your hands. The time is now.
Your team is waiting for you to create the space where they can do their best work. Are you ready to give them that gift?
What's one small step you can take this week to build psychological safety in your team? I'd love to hear about your experience. Leadership is a journey we're all on together.
As promised, here's the link to The Vulnerability Advantage!
And, as always, carry social kindness with you everywhere you go. The world needs you and your positive mindset!
Connect With Me
If you want to consult on training or coaching for your team, please reach out.
269-621-5282
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