4 Stages of #PsychologicalSafety:
→ belong without proving it
→ learn without fear
→ contribute with impact
→ challenge without punishment
Most teams never get to stage 4.
#Innovation requires letting people challenge you without the fear of punishment...
The leader who admits they do not have all the answers does not look weak.
They look like someone it is safe to be honest with.
That changes everything about what the team is willing to bring to them.
#Leadership #BraveEnoughToBeHuman #PsychologicalSafety
Are you being nice or being kind?
In this episode of The Mindset Economy, psychological safety pioneer Amy Edmondson draws a sharp distinction. Being nice is easy, it avoids tension and keeps things comfortable.
#Kindness #Leadership #Honesty #Teams #PsychologicalSafety
End of the week is a good time to ask one question as a leader.
Did anyone on my team feel brave this week?
Brave enough to disagree. To flag a problem. To say I do not know.
If the answer is no that is not their problem. It is yours to fix.
#Leadership #PsychologicalSafety
Are psychological safety and courage opposites?
In this episode of The Mindset Economy, Amy Edmondson reframes the relationship entirely. Psychological safety and courage are not opposites, they are two sides of the same coin.
#PsychologicalSafety #Courage #Leadership #Teams #MindsetEconomy
💬 If you could change just ONE thing about safety culture in your industry, what would it be? There's no wrong answer. Every industry has its struggle. Share yours! Talk to us: https://linktr.ee/samsontiara #SafetyCulture #Discussion #SafetyChange #HSE #OffshoreSafety #OilAndGas #PsychologicalSafety #SamsonTiara
💬 If you could change just ONE thing about safety culture in your industry, what would it be?
There's no wrong answer. Every industry has its struggles. Share yours!
linktr.ee/samsontiara
#SafetyCulture #Discussion #SafetyChange #HSE #OffshoreSafety #OilAndGas #PsychologicalSafety #SamsonTiara
The best one on ones I have ever had were not status updates.
They were the conversations where someone felt safe enough to say what was actually going on. Not what they thought I wanted to hear. What was true.
That is the meeting worth having.
#Leadership #PsychologicalSafety
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#Courage #PsychologicalSafety #Leadership #Teams #Learning
Accountability without psychological safety is just blame with better branding.
People will hit targets to avoid consequences. But they will never bring their best thinking to a culture that punishes mistakes.
You want performance. Build safety first.
#Leadership #PsychologicalSafety
Apple Podcasts: podcasts.apple.com/us/podcast/t...
Spotify: open.spotify.com/show/3pFMH4k...
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#MindsetEconomy, #Leadership, #PsychologicalSafety, #FutureOfWork, #LearningMindset, #AI, #Innovation
This article explores the deeper meaning of cheating and #trust in personal and professional contexts. It argues that cheating extends beyond physical infidelity and encompasses emotional connections, while trust is a #psychologicalsafety
Before you check your first email ask one question.
Is there someone on my team who has been quiet lately?
Not disengaged. Not difficult. Just quiet.
That silence deserves more attention than your inbox.
#Leadership #PsychologicalSafety #MondayMorning
Most leaders want their teams to speak up.
But wanting it is not enough.
People will only say the hard thing when they trust that saying it will not cost them something.
That trust is not given. It is earned. One response at a time.
#Leadership #PsychologicalSafety
We talk a lot about building trust in teams.
Trust is not built in workshops or away days.
It is built the moment a leader hears bad news without shooting the messenger.
That moment right there. That is where culture is made or broken.
#Leadership #PsychologicalSafety
Safety isn't only about comfort. It's about being able to tell the truth without getting punished.
What's one behavior you've seen that made it easier to speak up?
#Leadership #PsychologicalSafety #Teamwork
𝗬𝗼𝘂 𝗰𝗮𝗻𝗻𝗼𝘁 𝗴𝗿𝗼𝘄 𝗳𝗿𝗼𝗺 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗵𝗮𝘁 𝗼𝗻𝗹𝘆 𝘁𝗲𝗹𝗹𝘀 𝘆𝗼𝘂 𝘁𝗼 𝗯𝗲 𝘀𝗺𝗮𝗹𝗹𝗲𝗿.
Better feedback names the behavior, the impact, and the next step.
www.drewby.com/blog/feedbac...
#Feedback #Leadership #PsychologicalSafety
Silence in a meeting is not agreement.
It is usually the sign that someone does not feel safe enough to say what they actually think.
The most dangerous words a leader can hear are not “I disagree.” They are nothing at all.
#Leadership #PsychologicalSafety #Culture
Three that work:
1) Normalize questions.
"Great question" isn't fluff. It's a signal.
2) Model your own mistakes.
"I missed that" gives everyone permission to be human.
3) Reward early flags.
When someone says "I'm worried about this," treat it like leadership. Not disruption.
Safety isn't […]
Apple Podcasts: podcasts.apple.com/us/podcast/t...
Spotify: open.spotify.com/show/3pFMH4k...
YouTube: www.youtube.com/channel/UCdD...
#PsychologicalSafety #Leadership #Learning #MindsetEconomy #FutureOfWork
Many psychological safety programs focus on employees but miss the individuals who shape workplace culture the most.
Learn more: tinyurl.com/y66ba4hw
#PsychologicalSafety #WorkplaceCulture #LeadershipAccountability #WorkplaceWellbeing #OrganisationalCulture #WorkplaceTrust
Work feels off.
I've built a free 3-minute assessment to help.
12 questions.
Instant insight.
hcbu.org/alive
#WorkAliveness #HCBU #HumanWork #QuietQuitting #PsychologicalSafety #Engagement #Leadership
“Can we have a quick chat?”
For the person asking it is nothing. For the person receiving it those five words can trigger hours of anxiety before the conversation even happens.
That power gap is real. And most leaders have no idea it exists.
I wrote about this.
#Leadership #PsychologicalSafety
Trust is not built in big moments. It is built in the small ones.
The meeting where you said “I do not know.” The moment you asked for help instead of pretending you had it together.
Brave leaders are not fearless. They are just honest about being human.
#Leadership #PsychologicalSafety
One capable manager can make a difficult environment workable.
One poor manager can destroy psychological safety in an otherwise well-resourced, well-intentioned organisation.
Manager-level training on psychological safety isn't optional. It's where the actual risk lives. #psychologicalsafety
An inclusive team isn't just one where different people are hired.
It's one where different people feel safe enough to contribute -
- To share ideas
- Raise concerns
- Question decisions, and
- Make mistakes without fear
Psychological safety is the foundation of inclusion.
#psychologicalsafety
Work feels off.
A free 3-minute assessment
Do you feel:
Valued?
Creative?
Safe?
Yourself?
hcbu.org/alive
#WorkAliveness #HCBU #HumanWork #QuietQuitting #PsychologicalSafety #Engagement #Leadership
I have never met a leader who said they wanted their team to feel afraid to speak up.
But I have met plenty whose teams were.
The gap between intention and impact is where culture lives.
What does your team experience that you might not even be aware of?
#Leadership #Culture #PsychologicalSafety
Most people do not leave bad jobs. They leave bad cultures.
Most bad cultures are not created by bad people. They are created by good people who stopped feeling safe enough to say what they actually think.
That is the thing worth fixing first.
#Leadership #Culture #PsychologicalSafety
Most leaders I know are not short on intelligence. They are short on environments where intelligence can actually surface. That is a culture problem not a talent problem.
What are you doing this week to fix it?
#PsychologicalSafety #SundayThoughts
What's one thing a leader did for you early in your career that you still carry with you today?
#Leadership #Mentorship #PsychologicalSafety
