If you’ve been on one of my psychological safety workshops, you’ll know that I talk a lot about the small things. The moments. Because while big culture shifts are important – and sometimes necessary – psychological safety doesn’t start with a grand gesture or a new strategy document. It starts with what you do next.
The truth is, culture lives in the in-between. It’s not built in an away day or an all-hands meeting. It’s built in that moment when someone says, “I think we got this wrong,” and you don’t flinch.
It’s built when someone new challenges an idea, and instead of shutting it down, you say, “Tell me more.” It’s built when a team member doesn’t know how to do something, and they feel safe enough to admit it – because they’ve seen you do the same.
If your full training is still coming up, or you’re midway through making those wider shifts, don’t wait for a programme to start making a difference. There are things you can do right now to lay the groundwork – and they’re often quieter and more powerful than we realise.
Start by going first. If you want people to speak up, take risks, and be honest – you have to show them it’s safe to. That doesn’t mean spilling everything.
It means being real. Saying, “I missed that,” or “I’m not sure either,” or even, “I need some help.” When a leader does that, it unlocks something. Permission. Space. Relief. Because now your team knows they don’t have to pretend.
Then, listen. Really listen. I know we all think we’re good at it, but I mean the proper kind – the kind where you’re not waiting to speak or mentally drafting your reply. The kind where you stop typing, put your phone down, and give someone your full attention. It’s subtle, but powerful. It tells the other person: “I’ve got time for you.”
And here’s one that often gets missed – praise the honesty, not just the outcomes.
We’re quick to celebrate results, but we forget to acknowledge the courage it takes to say, “I don’t understand,” or “This isn’t working,” or “I think there’s a better way.”
When someone brings you that honesty, especially if it’s uncomfortable, thank them for it. That’s the kind of behaviour that builds safety – and teams notice how it’s received.
The best bit? None of this requires a new budget, or a fancy plan. It just requires you. Being a little more present. A little more open. A little more intentional. And that five percent shift? That’s often all it takes to create a ripple.
So if you’re already building psychological safety in your team – keep going. If your training’s coming up – brilliant, it’ll give you more tools to work with. But if you’re in the thick of it right now, and you’re wondering where to start?
Start with the next meeting. The next one-to-one. The next time someone goes quiet. You don’t need to fix it all. You just need to show up.
Because psychological safety starts with leaders. And leaders are just people. People like you. Showing others – day by day – that it’s safe to be human.
And honestly? That’s where the real change begins.
JP
I get it, the world is a tricky place right now and it may not be the right time for us to work closely together. But I’d still like to help, that’s why I regularly share resources and insights on leadership challenges both here on my website and in my Unlocking Leadership newsletter. There’s no charge, but if anything helps, do let me know.
