Issue 05: Today’s Brew is Psychological Safety — The Secret Ingredient of High-Performing Teams

☕ Brewed for Leaders Who Care

Espresso & Empathy — Issue 05

By: Shannon Foster

Founder & Senior Consultant, Martin & Foster Consulting

April 02, 2025

Much has been said about leadership, trust, and culture—but there’s one element that quietly determines whether any of it can take root: psychological safety.

At its core, psychological safety is the belief that individuals can express ideas, ask questions, raise concerns, and admit mistakes without fear of negative consequences. It is the cultural foundation that allows engagement, innovation, and performance to thrive. Yet, many workplaces still lack it—and the consequences are tangible.

According to a 2021 McKinsey study, only 26% of employees report feeling safe to take risks or make mistakes in their current work environment. When fear overshadows transparency, teams go silent. Creativity is stifled. Innovation stalls. People disengage or leave.

What Does Psychological Safety Look Like in Practice?

Psychological safety is not about eliminating accountability or conflict—it’s about creating an environment where accountability and conflict are handled with respect, empathy, and a shared commitment to growth.

In psychologically safe teams, you’ll see:

• Open dialogue without fear or blame

• Healthy debate, even across hierarchy

• Learning from failure, not hiding it

• Questions being asked without fear of judgment

• Contributions welcomed from every voice in the room

In short, people don’t have to earn the right to be heard—they already are.

The Business Case for Psychological Safety

This is not just a soft-skills conversation. The business implications are significant.

• Google’s Project Aristotle identified psychological safety as the number one driver of team effectiveness—even more than individual skill or intelligence.

• Gallup (2022) reports that teams with high psychological safety show a 76% increase in engagement and 27% lower turnover.

• Research published in Harvard Business Review highlights that leaders who foster psychological safety increase team innovation and resilience, especially during times of uncertainty.

This isn’t optional—it’s essential. Organizations that invest in creating psychologically safe environments outperform those that don’t.

Leadership Behaviors That Build Psychological Safety

Creating psychological safety requires more than policies—it requires intentional leadership. Here are five key behaviors that leaders can model consistently:

1. Invite Input and Questions

Make it clear that every idea matters. Use language like “What am I missing?” or “I’d like to hear your thoughts on this.” Demonstrate openness to feedback—especially when it challenges your thinking.

2. Respond, Don’t React

When someone raises a concern or admits a mistake, your response sets the tone. Stay composed. Focus on the solution, not blame.

3. Normalize Learning from Failure

Talk openly about lessons learned. Share your own missteps as a leader. Doing so creates a culture where growth is prioritized over perfection.

4. Acknowledge Contributions

Recognition reinforces psychological safety. People need to know their input is not only accepted, but appreciated.

5. Demonstrate Consistency

Show up with integrity. Say what you mean. Follow through. Consistent, reliable leadership builds credibility and trust.

A Leadership Wake-Up Call

If meetings are quiet, if questions are rare, if mistakes are hidden—these are not signs of alignment. They are signs of fear. And fear is the enemy of high performance.

Psychological safety isn’t about being comfortable—it’s about being courageous. It empowers people to contribute their best ideas, admit when they’re stuck, and take initiative without fear of failure.

Final Thoughts

As leaders, we are responsible for more than results—we are responsible for the environment in which those results are produced. Psychological safety is not a trend. It is a leadership imperative.

When safety exists, people grow.

When safety is absent, talent walks out the door.

It is time to move beyond surface-level engagement strategies and cultivate real cultures of openness, courage, and trust.

This is how we do the right thing—for our people and for our business.

For guidance on how to foster psychological safety within your leadership teams or across your organization, visit www.martinandfosterconsulting.com or connect with us on LinkedIn: Martin and Foster Consulting

Until next time,

☕️ Shannon