The Power of Stability

The Power of Stability

Let's be clear. This week's upcoming US elections will cause a certain level of angst, anger, frustration, joy, relief, euphoria, and hope for half of the country and the opposite feeling for the other half. As in the case of any unsettling news or changes, such as a major client loss, a significant change in company strategy, or a global crisis, the team will look to the leader for their reaction as a gauge for what their response could and should be.

As strong leaders, it's our responsibility to be the stabilizing force throughout good and bad times. It serves no one, including yourself, to have a team that is unstable and unable to achieve its intended goal. Leaders need to act like "shock absorbers" between the road of reality and the passengers in the car, reducing the overall impact so that the team in the car feels a small amount of the actual undulations of the "road ."This is a learned behavior, which is thinking through various scenarios that may occur and how you would prefer to respond to absorb the impact. You can ask yourself questions like:

  • What if our key player decides to leave?
  • What if we win new business that puts undue strain on the team?
  • What if we need to exit someone from the team?
  • What if we get acquired? What if we acquire a similar organization?
  • What if, what if, what it?

Think through and, even better, write down your process for what you would do and how you would communicate it to your team. The more you practice this in advance, the better you will perform when the moment arrives.

Another powerful way to create stability is through psychological safety. Psychological safety refers to a team environment where individuals feel safe expressing their thoughts, ideas, and concerns without fear of negative consequences. It fosters a culture where team members can take risks, share feedback, and make mistakes without worrying about reprimand or judgment. This sense of security is crucial, especially during challenging times, as it encourages open communication, collaboration, and innovation.

In a psychologically safe environment, team members are more likely to:

  • Voice their opinions openly, leading to diverse perspectives.
  • Ask questions and seek clarification, which helps prevent misunderstandings.
  • Share challenges and struggles, allowing for collective problem-solving.
  • Experiment and innovate without fearing failure, leading to growth and improvement.

For leaders, nurturing psychological safety means actively promoting a culture of respect and trust. This is not just a responsibility but a privilege, as it involves being approachable, actively listening, validating team members' feelings, and being transparent about decisions and processes. It's about making each team member feel valued and integral to their success.??

One effective way to practice psychological safety in the workplace is by establishing regular check-in meetings where team members can share their thoughts, concerns, and ideas in a non-judgmental environment. Here's an example of how this can be implemented:

  1. Set the Tone - Start each meeting by emphasizing the importance of open communication and the welcome of all ideas and feedback. Encourage everyone to speak freely without fear of criticism.
  2. Use Open-Ended Questions - As a leader, ask questions that invite discussion, such as, "What challenges are you currently facing?" or "What ideas do you have for improving our processes?"
  3. Model Vulnerability - Share your own challenges or mistakes and what you've learned from them. This demonstrates that it's okay to be imperfect and encourages others to share their experiences.
  4. Practice Active Listening - When team members speak, listen attentively without interrupting. Reflect on what you hear to show understanding and validate their feelings.
  5. Encourage Diverse Perspectives - Highlight the value of different viewpoints by actively seeking input from quieter team members and acknowledging their contributions.
  6. Create a Follow-Up Mechanism - After the meeting, check in with individuals who expressed concerns or ideas to explore them further. This shows that you value their input and are committed to addressing their needs.
  7. Celebrate Contributions - Acknowledge and celebrate when team members take risks to share ideas, regardless of the outcome. This reinforces a culture where everyone feels safe to express themselves.

A leader's calm, cool, and collected demeanor, especially during stressful or uncertain times, can prevent widespread panic. By integrating psychological safety using these practices, leaders can cultivate an environment where team members feel secure and supported, leading to greater collaboration and innovation.


First, remember to vote this Tuesday! Voting is a crucial component of our democracy and a privilege not enjoyed by everyone. Make your vote count!

Second, feel free to post anything you do to help your team navigate the week.


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