Absolutely agree—psychological safety is such a game changer. When people feel safe to speak up and make mistakes, they learn and grow so much faster. It creates an environment where real collaboration and innovation can thrive.
What I've found is that when you build systems where truth gets surfaced early and often, where challenge isn’t just allowed but expected, that’s when learning becomes automatic, not heroic. Much easier to get into flow states that way.
Would love to know: what have you seen that makes psychological safety stick over time?
Trust is the foundation stone to building psychological safety-it’s not just important, it’s essential. In low trust environments, people tend to withhold ideas, hide mistakes, or “play it safe” rather than take initiative. This erodes psychological safety and stifles innovation, learning and collaboration.
Would love to know what did you do build trust in your teams?
I always default to high trust since they have gone thru many checks and balances to make it onto the team. I model vulnerability and openness early on, inviting people to work with me. I don’t issue asks or commands, instead I identify problems that need a solution and let the teams do what they do best. This I’ve found helps early on in establishing mutual respect and high trust.
Absolutely agree—psychological safety is such a game changer. When people feel safe to speak up and make mistakes, they learn and grow so much faster. It creates an environment where real collaboration and innovation can thrive.
Thanks, Bharti! Appreciate this note.
What I've found is that when you build systems where truth gets surfaced early and often, where challenge isn’t just allowed but expected, that’s when learning becomes automatic, not heroic. Much easier to get into flow states that way.
Would love to know: what have you seen that makes psychological safety stick over time?
Trust is the foundation stone to building psychological safety-it’s not just important, it’s essential. In low trust environments, people tend to withhold ideas, hide mistakes, or “play it safe” rather than take initiative. This erodes psychological safety and stifles innovation, learning and collaboration.
Would love to know what did you do build trust in your teams?
I always default to high trust since they have gone thru many checks and balances to make it onto the team. I model vulnerability and openness early on, inviting people to work with me. I don’t issue asks or commands, instead I identify problems that need a solution and let the teams do what they do best. This I’ve found helps early on in establishing mutual respect and high trust.