Let’s get real for a second.
Your team isn’t holding back because they’re lazy or disengaged. They’re holding back because they don’t feel safe.
Your team’s performance rises—or falls—to the level of psychological safety you create.
If people are walking on eggshells, second-guessing themselves, or hesitating to share bold ideas, it’s not a “people problem.” It’s a safety signal. And guess who sets the tone?
👉 You do.
I’ve seen this over and over coaching entrepreneurs and small business leaders. Teams don’t thrive because the boss has all the answers. They thrive when the boss creates a space where people feel seen, heard, and safe to be real.
Here’s Why It Matters—The Business Case
This isn’t just about being nice—it’s about driving results.
Teams with high psychological safety show up to 27% higher performance (Google’s Project Aristotle).
Companies with strong safety cultures have lower turnover—saving time and money.
They innovate faster, adapt to change, and attract top talent.
In today’s competitive world, psychological safety isn’t a luxury. It’s a strategic advantage.
How to Start Building It
✅ Model vulnerability.
When you admit you don’t know something or share what you’re working on, you give your team permission to be human too. Vulnerability isn’t weakness—it’s leadership.
✅ Welcome the uncomfortable.
When someone disagrees with you, don’t shut it down. Pause and say, “Thank you for sharing that.” This tells the room: “This is a space where truth matters more than comfort.”
✅ Listen to understand, not to fix.
Too often, leaders rush in with solutions. Try listening just to listen. Reflect back what you heard. People feel safe when they know their voice matters, even if their idea isn’t chosen.
✅ Celebrate honesty.
If someone raises a tough issue or admits a mistake, celebrate the courage it took to speak up. It’s not just about the result—it’s about fostering a culture where people feel safe to be real.
✅ Remind them they matter.
Your team needs to hear: “Your voice matters—not because you’re perfect, but because you’re part of something bigger.”
A Story from the Trenches
One of my clients, a CEO of a mid-sized company, used to think he had to have all the answers. His team stayed quiet in meetings. Innovation stalled.
During coaching, he decided to start sharing his own struggles—what was keeping him up at night, where he was learning, where he needed help. At first, it was awkward. But then, his team started leaning in. They shared ideas, voiced concerns, and showed up with more energy.
Within six months, they saw higher retention, faster product development, and a stronger sense of connection. It wasn’t magic. It was mindset.
Key Takeaways for Leaders:
✔ Safety sets the foundation for trust, creativity, and growth.
✔ It starts with you—showing up real, open, and consistent.
✔ Culture isn’t built by rules—it’s shaped by behavior, one interaction at a time.
🎯 Your 5-Minute Leadership Challenge:
Before your next team meeting, pick one:
Share a personal challenge you’re working on.
Thank someone for pushing back or offering a different perspective.
Reflect back what you heard someone say to ensure they feel truly heard.
Final Thought
I get it—opening up can feel risky. It might feel like you’re giving up control. But creating psychological safety isn’t about losing control. It’s about building a culture where accountability, innovation, and trust can thrive.
You don’t need all the answers. You just need to create a space where people feel safe asking bold questions—and trust that together, you’ll figure it out.
If you’re ready to explore how psychological safety can unlock growth for your business, let’s connect.
With you,
