Creating a supportive and safe work environment has become more critical than ever in today’s fast-paced and increasingly competitive world. Psychologically safe workplaces, where individuals feel free to speak up, share their ideas, and take risks without fear of judgment or retribution, are essential to fostering creativity, innovation, and collaboration among team members.

As someone who has overcome multiple forms of abuse and trauma, the topic of psychological safety is significant to me because emotional, physical, and psychological safety was non-existent as a child, and that greatly impacted my future. While experiencing abuse and trauma, the body and mind find ways to survive, but it is in the aftermath that the complexity of abuse often shows up. The effects can creep in in our workplace, families, and relationships, often catching us off guard.

As an entrepreneur and business owner, creating an environment where everyone feels safe is at the forefront for me. Understanding psychological safety is equally important for business owners and employees. The principles are transferable across any group of people, including families, circles of friends, and social groups.

Let’s delve deeper into what psychological safety means and how it can be implemented in the workplace. We will explore the benefits of creating a psychologically safe environment, ways to build trust and foster open communication, and practical tips for leaders and managers to promote this culture. My goal is to provide insights and knowledge to help you work with others in any capacity where people feel valued, appreciated, and free to express themselves without fear of repercussions.

What is psychological safety?

At the heart of every thriving work environment lies psychological safety. This term refers to the shared belief that a team or organization is safe for interpersonal risk-taking. In other words, people feel comfortable speaking their minds, sharing their opinions, and taking risks without fear of retribution or embarrassment.

A psychologically safe environment can lead to a wide range of benefits, both for employees and the organization as a whole. When people feel safe to be vulnerable and authentic, they experience higher levels of job satisfaction, employee engagement, and productivity. They also tend to be more open-minded and collaborative, which can lead to more creative and innovative problem-solving.

Why is psychological safety important?

Building a psychologically safe environment isn’t always easy. It requires effort and intentionality from everyone involved. Despite the effort it takes, the work is always worth it. When you are working with others, remember that we all bring our own experiences to the table. Most people won’t be able to bring their best work until they can let their guard down, knowing they are in a safe space where they can be accepted. For those who have experienced past trauma and abuse, this is especially important.

How do you build psychological safety?

Here are a few ways that you can help build trust and foster open communication in your workplace:

1. Create an environment of trust 

Establishing trust is critical to creating a psychologically safe work environment. When employees trust each other and feel safe to express their opinions without fear of judgment or retaliation, they are more likely to collaborate, take risks, and innovate. But how can you establish trust in a group or work setting?

Firstly, it is essential to be transparent and honest with your team. Share your thoughts, concerns, and vulnerabilities so they can understand you as a person and teammate. When you exhibit openness with your team, they are more likely to reciprocate. Additionally, avoid withholding information or keeping secrets, as this can create a hostile atmosphere of tension and suspicion.

Another way to establish trust is by actively listening to your team members. When someone speaks, truly listen to what they’re saying and try to understand their perspective. It is easy to dismiss other people’s opinions when we disagree with them, but this behavior undermines trust. Instead, strive to be empathetic and seek out common ground.

Accountability is also a crucial factor in building trust. When you make a mistake, admit it sincerely and work to rectify the situation. Furthermore, hold yourself and others accountable for meeting expectations and deadlines. This establishes a culture of reliability and builds trust among coworkers.

Finally, establish social connections. Encourage team-building events and social activities to foster community and camaraderie. When team members feel connected, they are more likely to support each other through challenging situations and form strong bonds that lead to heightened trust.

2. Encourage open dialogue 

Encouraging open dialogue in a group or work setting can be a bit tricky, as it requires a delicate balance between creating a safe space for everyone to share their thoughts and opinions, while also ensuring that the conversation remains productive and respectful.

One effective way to encourage open dialogue is to actively foster a culture of curiosity and learning. This can be accomplished by encouraging team members to ask questions, challenge assumptions, and explore new ideas. When people feel free to ask questions and express their curiosity, it can lead to more meaningful conversations and allow everyone to learn from one another. It’s important for leaders to model this behavior as well, by demonstrating their own willingness to learn and listen to other perspectives.

Another strategy is to encourage healthy debate and disagreement. When people feel their opinion is valued and respected, they are more likely to feel comfortable expressing dissenting views. However, it’s crucial that these disagreements are handled in a constructive way, with a focus on the issues rather than personal attacks. Leaders can help facilitate this by setting ground rules for discussions, such as “attack the idea, not the person” and “listen to understand, not to respond.”

Creating a psychologically safe space is directly linked to encouraging open dialogue. When people feel that they won’t be judged or punished for speaking up, they’re more likely to feel comfortable sharing their thoughts and opinions. This can be accomplished through clear communication about confidentiality, respect, and trust. Maintaining confidentiality is key to fostering trust, as is creating an atmosphere of respect where everyone’s opinions are valued.

Finally, it’s important to recognize and reward openness and honesty. When people feel that their contributions are valued, they’re more likely to continue speaking up. This can be done through praising honesty and transparency, showing appreciation for those who bring up difficult issues, and using feedback mechanisms to encourage participation. By creating a culture that values honesty, openness, and dialogue, leaders can foster a productive and engaged team in which everyone feels comfortable being their authentic selves.

3. Show empathy and compassion 

When it comes to cultivating psychological safety in a group or work setting, showing empathy and compassion is an essential component. Empathy is the ability to understand and share the feelings of others, while compassion is the willingness to help alleviate those feelings. Here are a few ways to demonstrate empathy and compassion that can foster a sense of trust and belonging in a team:

Firstly, listening without judgment is critical. When someone shares their thoughts or feelings, whether positive or negative, truly listening and avoiding criticism can go a long way in building trust. It shows the person that their opinion is valid and that their emotions matter. Moreover, it encourages openness, which is critical to developing a sense of psychological safety.

Another way to show empathy and compassion in the workplace is by putting yourself in someone else’s shoes. When a colleague is going through a challenging personal situation or facing a difficult project, imagining what they might be feeling and offering practical support can go a long way. This can include providing resources, checking in regularly, or simply offering words of encouragement. Such acts demonstrate that you see and care about your colleagues’ perspectives.

It’s also important to know when to ask for help or offer it. When colleagues demonstrate vulnerability, whether by sharing personal troubles or admitting to struggling with a task, responding with empathy and offering practical assistance can help build trust. Similarly, asking for support when you need it can encourage others to be compassionate and understanding, creating a supportive work environment.

4. Lead by example 

One of the most critical elements of creating a culture of psychological safety is leading by example. Leaders should not only encourage open dialogue, trust, and compassion but also model these behaviors themselves. When leaders lead by example, they build credibility and create an environment of psychological safety where their team members feel empowered to be their authentic selves.

One way to lead by example is to demonstrate vulnerability and humility. As a leader, it can be easy to fall into the trap of feeling like you need to have all the answers and that showing any weakness might make you appear inept or unprepared. However, when you allow yourself to be vulnerable and share your own struggles, you give permission for others to do the same. By showing humility, you demonstrate that you value the input of others and that you recognize that nobody has all the answers.

Another way to lead by example is to encourage experimentation and risk-taking. When people feel like they can try new things and fail without fear of repercussions, they’re more likely to take risks and innovate. As a leader, you can encourage this behavior by taking calculated risks yourself and by recognizing and celebrating the efforts of those who try new things, even if the outcome isn’t what was expected.

Finally, leading by example means being open to feedback and willing to admit when you’re wrong. When employees see that their leaders are receptive to feedback and actively seek out criticism, they’re more likely to feel comfortable sharing their own input and ideas. Similarly, when leaders acknowledge their mistakes and take responsibility for their actions, it sets a precedent for others to do the same.

Psychological safety for family and friends

When it comes to fostering psychological safety among friends, family, children, and acquaintances, the principles are quite similar to those we practice with individuals in our inner circle. The key is to ensure that everyone feels heard, respected, and comfortable expressing themselves freely. This is particularly evident in our interactions with loved ones, where we can let down our masks and be our authentic selves. Trust, the freedom to express diverse viewpoints, and the ability to forgive and forget are the pillars that support such relationships.

In order to enhance psychological safety, it is vital to demonstrate integrity, especially when disagreements arise. A person who approaches another after a difference of opinion, expressing that they hope their viewpoint wasn’t taken personally and emphasizing the value they place on the relationship, exemplifies this. Actions like these help to build trust and strengthen bonds. Effective communication, characterized by both strength and compassion for others, is essential. If you feel that you may have come across too strongly, take a moment to empathize with the other person and consider their perspective.

To incorporate the principles of psychological safety into your professional life, imagine your personal team of individuals and strive to act similarly in your work environment. A good starting point is to suggest ways in which psychological safety can be created and discuss this with your team and boss. Just as we do with friends and family, we can encourage open communication and respect in our workplace relationships.


If you are reading this, it demonstrates your recognition of the need to create psychological safety and your courageous willingness to venture into this journey. I commend you for this adventurous bravery. By implementing the principles of psychological safety, both in personal and professional relationships, we can foster an environment where individuals feel secure, valued, and free to express themselves authentically.

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