The phrase psychological safety has been a buzzword in the workplace globally. It's usually thought of as a warm, fuzzy feeling, a culture of niceness where everyone gets along and doesn't disagree. But that's not what it is at all. Psychological safety, in its essence, is the assumption that a person can share their thoughts, question, confess errors, and provide suggestions without the threat of punishment or embarrassment. When executed correctly, it can improve team performance, facilitate innovation, and build strong organisations. But even though it's crucial, it's also perhaps the most misinterpreted aspect of a well-functioning workplace.
Bursting Myths Around Psychological Safety Image-Canva
Why It Matters
Psychological safety in high-performance teams is not comfort — it's candour. It provides employees with the ability to push against the status quo, raise issues early on, and share ideas that may be unorthodox. When psychological safety is absent, however, teams instead resort to silence, groupthink, or disengagement. The theory gained momentum after a 2015 Google research paper determined that psychological safety was the most important component of high-performing teams. However, learning it and creating it, is more complicated than being supportive or not being a troublemaker.
What People Get Wrong: Insights from Harvard
In order to dispel these prevalent misconceptions, Harvard Business School's Amy C. Edmondson (the term's originator) and Michaela J. Kerrissey presented six prevalent myths about psychological safety in their Harvard Business Review article. This is what they say folks usually get wrong:-
1. Psychological Safety Means Being Nice
It's not about sugarcoating reality or not having tough conversations. In fact, psychologically safe spaces actually encompass tough criticism and debate but presented respectfully. Open discussion is the aim, not boundless agreement.
2. It Means Getting Your Way
Talking up is not a requirement that everyone will agree with you. Teams need to foster multiple perspectives, but psychological safety does not imply consensus or that your suggestions will be adopted. It only means they will be heard respectfully.
3. It Equals Job Security
Psychological safety isn’t a promise that you’ll never face consequences like layoffs or role changes. It’s about making it safe to speak honestly, not about protecting job titles.
4. It Undermines Performance
Some managers fear that establishing a "safe" environment will become a license for complacency. In fact, psychological safety enables individuals to risk, question, and learn, all essential ingredients for top performance.
5. It Can Be Mandated
You can't command individuals to "feel safe." Trust and openness emerge from consistent action: listening attentively, responding empathetically, and behaving vulnerably. Psychological safety is achieved, not decreed.
6. It's a Top-Down Initiative
Leaders have a major part to play, yet psychological safety is everyone's responsibility on a team. Team members need to reinforce each other's contributions and thoughtfully respond, even if they don't agree.
Creating True Psychological Safety
So how do companies create psychological safety that really improves team performance?
Foster Open Communication: Establish habits that enable sharing thoughts, questions, and concerns regularly.
Model Vulnerability: Admit errors and solicit feedback — this creates a tone for the rest of the team to follow.
Normalise Learning: Address mistakes as an opportunity to learn, not as something to punish.
Acknowledge Contributions: Encourage participation by rewarding individuals who ask questions, question assumptions, or provide new ideas.
Psychological safety isn't being soft, it's about being authentic. It's about creating an atmosphere in which individuals are comfortable enough to be bold, honest, and human. As Edmondson and Kerrissey remind us, it's not the lack of pressure but the availability of trust that creates truly innovative, resilient teams. When we release those myths and accept what psychological safety truly is, we open not only to more effective teamwork, but to more effective results for all.
