Are You Leading with Fear or Fostering Growth?
I’ve seen it time and time again. A business owner comes to me frustrated, wondering why their team isn’t stepping up, thinking creatively, or solving problems proactively.
Nine times out of ten, the issue isn’t a lack of skills or talent. It’s fear. Fear of speaking up, fear of getting shut down, fear of looking stupid, or fear of consequences.
This fear kills innovation, slows down decision-making, and makes even your best employees disengage. That’s where psychological safety comes in.
The Game-Changer: Psychological Safety
Psychological safety is what separates teams that thrive from teams that survive. It’s the belief that people can speak up with ideas, questions, or concerns without fear of embarrassment or punishment.
When people feel safe to contribute, they take ownership, solve problems faster, and innovate instead of waiting for permission.
Todd’s Experience: The Team That Couldn’t Innovate
A few years ago, I worked with a leadership team that was stuck in the mud—no new ideas, slow decision-making, and a constant fear of taking risks.
Turns out, their meetings had become a battleground of criticism instead of collaboration. People would shut down the moment an idea was questioned. No one wanted to be “wrong,” so no one contributed.
Through a series of workshops, leadership shifts, and direct coaching, we rebuilt their culture. Leaders acknowledged contributions instead of dismissing them, normalized learning from mistakes, and created an environment where people wanted to speak up.
Result? Innovation doubled. Turnover dropped. Engagement skyrocketed. All because people felt safe to contribute.
A Client’s Wake-Up Call
One of my clients, a logistics company owner, unknowingly created a culture of silence. Whenever an employee suggested something, he shot it down—fast. No discussion, no curiosity, just rejection.
His team eventually stopped sharing ideas. Why bother if they’re going to get shut down?
In a coaching session, he had a lightbulb moment: He wasn’t just rejecting bad ideas—he was rejecting his people.
We worked on a new approach: acknowledge every idea, ask questions instead of giving immediate “no’s,” and invite discussion.
Within months, his team went from passive to proactive. New ideas flowed, engagement increased, and morale skyrocketed.
What You Can Do Today to Build Psychological Safety
- Ask, Don’t Assume – When someone shares an idea, resist the urge to judge. Ask, “Tell me more. How would that work?”
- Share Your Failures – Great leaders go first. Show your team it’s okay to take risks by sharing the mistakes that taught you valuable lessons.
- Create a “No Dumb Questions” Rule – Make it clear that every idea, question, and concern is worth exploring.
- Acknowledge Contributions – Thank people for speaking up even if you don’t use an idea. Appreciation fuels confidence.
The Challenge for You
Take a hard look at your leadership. Are you creating an environment where people feel safe contributing, or are they afraid to speak up?
If you’re unsure, ask your team. And if you need a trusted guide to help you break through the barriers—let’s talk.
👉 Hit reply and let me know: What’s one challenge you’re facing in fostering psychological safety on your team?
Let’s build teams that don’t just work together—but win together.
With gratitude,
