Building Psychological Safety (without making your team cringe)
FYI: You can’t declare psychological safety.
You have to create it—through behaviors, norms, and consistent signals that tell your team:
You’re safe to speak up here. And you matter when you do.
So where do you start?
👀 Notice the silences.
What’s not being said in meetings? Whose feedback gets taken seriously? Who’s never wrong?
📣 Model vulnerability.
When leaders say “I don’t know,” “I missed that,” or “What do you think?”—it creates permission for others to do the same.
🧱 Respond well to risk.
If someone shares a mistake or disagreement and gets shut down, others will stay quiet. Treat those moments as investments—not annoyances.
⚖️ Pair safety with standards.
Say: “We want you to take risks—and we’ll help you learn from them.” That’s the culture sweet spot.
Want help assessing where your team stands? That’s what we do.
Reach out—we’ll show you what silence is costing you, and how to build something better.
You don’t need more posters. You need culture that lives in your people. We’ll help you get there—one conversation, one shift, one brave move at a time.
