“Psychological safety is the soil not the seed” – Amy Edmonson
Building psychological safety in the workplace is essential for driving innovation, collaboration, and high performance, and prioritising it can unlock untapped potential, boost morale, and build a culture where everyone feels valued and empowered to share their best ideas. Discover more about this in our explainer: The Importance of Psychological Safety in the Workplace: Unlocking Team Potential.
If you’re ready to cultivate a thriving workplace, here are six key ways to build psychological safety in your team.
6 ways to Build Psychological Safety
Making psychological safety a reality: practical tips for your workplace
1. Reframe mistakes as learning opportunities
Shift the perspective on mistakes from failures to valuable learning experiences, fostering a growth-mindset and a ‘safe-to-fail’ culture. When team members know that they won’t be blamed for honest mistakes, they’re more likely to push boundaries and explore creative solutions.
After a setback, leaders can organise “lessons learned” sessions to extract value from the experience. The key is to focus on the learning process rather than placing blame, creating a safe space for reflection and growth.
A useful phrase to reinforce this mindset might be; “Mistakes are just stepping stones to success—what can we learn from this one?”
2. Model vulnerability
Leaders set the tone for psychological safety by demonstrating vulnerability—showing openness, humility, and a willingness to learn, while admitting mistakes.
A leader might say, “I’m not sure exactly what is the right thing to do here or how this will turn out, but I’d love to get your input as we figure it out together.” This fosters collaboration and normalises uncertainty.
During meetings, openly invite team input when unsure of a direction, emphasising teamwork and shared ownership in problem-solving. This sends a clear message: it’s more important to learn and work together than to have all the answers upfront.
3. Empower employees
Autonomy is another key aspect of psychological safety. When employees feel trusted to make decisions and take ownership of their work, they’re more engaged and confident in their abilities. Leaders can empower their teams by providing the resources and support they need while stepping back to let them take control of meaningful tasks.
A leader might say, “You have the expertise, and I trust your judgment. How can I support you in reaching the goal?” This approach not only empowers employees but also signals that their skills and contributions are valued. Check in with them regularly to ensure they have the resources needed.
4. Promote diversity and inclusion
Psychological safety is rooted in belonging. When individuals feel valued and respected, regardless of background, they’re more likely to contribute fully. Diversity and inclusion are key to fostering a psychologically safe workplace.
Statements like, “Diverse perspectives make us stronger. Everyone’s voice is welcome and deserves to be heard here,” emphasise the importance of inclusivity. It’s also essential to back these words with actions, such as building diverse teams, ensuring everyone gets a chance to participate, actively celebrate cultural holidays and achievements within your team to foster an inclusive environment.
5. Encourage open communication
Open communication is a cornerstone of psychological safety. Actively create opportunities where employees feel comfortable sharing their thoughts and ideas without the fear of retribution.
Start these meetings by personally acknowledging that feedback is crucial for growth and team success with a statement like, “Your input matters here, and there are no bad ideas. I want to hear your thoughts,” sets the stage for openness and demonstrates that all voices are welcome.
When feedback is openly encouraged and valued, it helps break down barriers of hierarchy or fear of judgment. Leaders can enhance this by being responsive to feedback, showing that they not only hear it but act on it.
6. Invest in impactful training
A commitment to continuous learning is essential for psychological safety, particularly when it comes to supporting underrepresented groups, such as women, in traditionally male-dominated workplaces. Asking, “We’re committed to your growth and wellbeing. What areas of training would most benefit you?”, shows genuine investment in employee growth.
Tailored training programs that align with both individual aspirations and organisational goals can significantly enhance the sense of value and belonging within the team.
Women’s-only learning programs, when done well, can become havens for personal and professional growth. In these safe spaces, women are encouraged to explore their potential, take risks, and develop the confidence necessary for leadership roles.
For more on the impact of women’s-only programs, discover our research report.
Unlock your team’s potential
Incorporating these six strategies will enhance team culture by prioritising openness, learning, and inclusion. This creates a workplace where everyone feels empowered to share ideas, learn from mistakes, and grow together.
Ready to Learn More?
Visit our courses page to learn about our programs that create safe spaces for women to grow and thrive.
Inspired by Amy Edmondson’s work? Take her 7-step questionnaire at https://fearlessorganizationscan.com/the-fearless-organization.
