Psychological safety is an often-overlooked leadership issue. As a leader, you must create and ensure an environment where team members feel safe speaking up, taking risks, and expressing their thoughts without fear of punishment or ridicule.
How do ineffective leaders respond when team members voice concerns or make mistakes?
• Harsh criticism
• Micromanage
• Dismiss ideas
• Create fear, doubt, and anxiety
• Squash creativity
• Leave team members feeling unvalued, unheard, or disrespected
Leaders who foster psychological safety encourage innovation, honest feedback, and healthier workplace dynamics. Without it, team members may hold back ideas, hesitate to challenge poor decisions, or avoid admitting mistakes, leading to stagnation and inefficiency.
Strategies to Create Psychological Safety
1. Lead with Vulnerability – When leaders admit their own mistakes or uncertainties, it sets a tone that learning and growth are valued over unachievable perfection. Team members will feel more comfortable their challenges when you acknowledge yours. They bounce back from failure and mistakes faster with lessons learned.
o Hint: Practice storytelling with an executive coach—otherwise, meandering when sharing will lose your audience.
2. Encourage Open Dialogue – Actively invite team members to share their thoughts, ideas, and concerns. Use open-ended questions and listen with authentic curiosity.
o Hint: Phrases like “What do you think?” and “I’d love to hear your perspective” create engagement. Be sure to truly listen!
3. Respond Constructively to Mistakes – Frame mistakes as learning opportunities rather than failures. Instead of blame, ask, “What can we learn from this?” or “How can we improve next time?”
o Hint: Use the sandwich or direct approach for feedback, depending on the situation and the person. Remember to provide feedback in private.
4. Model Active Listening – Show engagement through eye contact, nodding, and summarizing what someone has said. Avoid nonverbal behaviors that signal distraction (e.g., multitasking, doodling, checking your phone, or tapping on the table).
o Hint: Stop multitasking, be present and mindful — focusing fully on the conversation in front of you.
5. Set Clear Expectations – Clarify that feedback, honesty, and risk-taking are valued. Team members won’t speak up if they fear negative repercussions.
o Hint: Regardless of the idea, say, “That’s great!” or “Wow, I never thought of it that way!” Then, follow up with “Tell me more.”
6. Recognize and Reward Effort – Celebrate contributions beyond successful outcomes, individually and as a team. Recognize everyone for trying new approaches, solving problems creatively, or helping others.
o Hint: Brag about their accomplishments and ideas to others—public recognition fosters confidence.
7. Promote Inclusivity – Ensure all voices are heard, including those who might be quiet or hesitant to speak. Encourage diverse perspectives and be mindful of power dynamics that could silence individuals.
o Hint: Go around the table at least twice to ensure everyone has a chance to voice their ideas. Ensure respect for all ideas.
Key takeaway: Psychological safety isn’t a one-time effort—it requires consistent reinforcement. When done right, it transforms teams and their results, encourages innovation, and strengthens trust.
©Jeannette Seibly 2025 All Rights Reserved
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.