The term “psychological safety” is thrown around a lot these days. But what does it actually mean? Simply put, it’s a shared belief that it’s OK to take risks, express ideas and concerns, speak up with questions, and admit mistakes—all without fear of negative consequences. To foster psychological safety on your team, start by making it clear why you need to hear from your team members, why their viewpoint and input matters, and how what they share will affect the outcomes of the work. Actively invite input, asking open-ended questions like: What are you seeing? What are your thoughts on this? Where do you stand on this idea? Be prepared to respond with appreciation and positivity—even if someone’s idea is flawed. Finally, don’t be afraid to admit your own fallibility. If you, as a leader, can own up to your mistakes and confidently demonstrate how you’ve learned from them, you’ll pave the way for others to do the same. It’s important to model the behavior you want to see in your team and normalize vulnerability.
This tip is adapted from “What Is Psychological Safety?,” by Amy Gallo
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