Why WE: Leaders, hold the key to Psychological Safety in the workplace

As leaders, we often strive to create high-performing teams, drive innovation, and deliver results. But what if I told you that the key to achieving these goals isn’t rooted in strategy, tools, or even talent? Instead, it lies in something less tangible but equally powerful: psychological safety.

Psychological safety is the foundation of a thriving workplace. It’s the belief that team members can speak up, take risks, and make mistakes without fear of embarrassment or punishment. In environments where psychological safety flourishes, teams are more innovative, engaged, and resilient. Yet, creating this culture starts with us—the leaders.

While preparing the overview for the NEWTON University workshop, let me shortly summarize, what researchers say about the topic and add some of my comments.

The Four Stages of Psychological Safety

Psychological safety, as outlined by Timothy R. Clark in The 4 Stages of Psychological Safety (2020), progresses through four stages:

1. Inclusion Safety – The need to feel accepted and valued.

2. Learner Safety – The freedom to ask questions, admit mistakes, and learn.

3. Contributor Safety – The opportunity to make meaningful contributions.

4. Challenger Safety – The courage to challenge the status quo and spark innovation.

Each stage builds on the previous one, and as leaders, it’s our responsibility to guide our teams through this journey. Especially nowadays, it's so important to be able to express ourselves freely to be able to learn from each other, from our own mistakes and support each other. It's so important to feel that SOMEONE HAS YOUR BACK.

?? Source: Clark, T. R. (2020). The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Berrett-Koehler Publishers. Find it here.

Why Psychological Safety Matters for Leaders

With AI driving the business and innovation world, we leaders should not stand back, but instead stand in front and be the role model. Model the behavior that we like to see and inspire in others. Psychological safety isn’t a “soft” skill—it’s a business imperative.

2012 study by Google’s Project Aristotle revealed that psychological safety is the #1 factor distinguishing high-performing teams. Without it, even the most talented teams fail to reach their potential.

?? Source: Rozovsky, J. (2015). The five keys to a successful Google team. Google Re:Work.

For leaders, this means shifting our focus. Instead of simply managing tasks, we need to cultivate an environment where people feel safe to:

?? Share ideas, no matter how unconventional.

?? Provide and receive honest feedback.

?? Learn from mistakes rather than fear them.

What can you as a leader do to promote the psychological safety in the workplace. Stand up, support, speak up, encourage others and act with integrity. Btw. integrity is a lovely topic, I like to speak about a bit more.?

When we create these conditions, we unlock innovation, creativity, and trust—the true drivers of success.

The Leadership Playbook for Psychological Safety

Building psychological safety requires intentional action. Here are a few practical steps:

1?? Model Vulnerability

? Admit when you don’t know something.

? Share your mistakes and what you’ve learned.

? By showing that you’re human, you give others permission to do the same.

2?? Encourage Open Dialogue

? Create space for your team to voice their opinions.

? Use prompts like, “What are we missing?” or “What concerns do you have?”

? Actively listen without judgment.

3?? Recognize Contributions

? Acknowledge the efforts of your team, whether big or small.

? People need to feel that their work matters.

4?? Reframe Failure

? Instead of viewing mistakes as setbacks, frame them as opportunities for learning.

? Celebrate lessons learned, not just successes.

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?? Source: Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley. Find it here.

Your Role in the Bigger Picture

As leaders, we don’t just manage teams—we shape cultures. By prioritizing psychological safety, we empower individuals to bring their whole selves to work. This isn’t just good for business; it’s the right thing to do.

Imagine the possibilities if every team member felt safe to speak up, innovate, and grow. The potential for transformation—both for your organization and your people—is limitless.

So I have a little challenge for all of you especially leaders

Ask yourself:

?? How often do I encourage my team to challenge the status quo?

?? When was the last time I admitted a mistake or asked for feedback?

?? Do my actions foster trust or create fear?

Leadership is a journey, and fostering psychological safety is one of its most critical steps. Let’s take that step together.?

?? What do you think about this concept! How do you cultivate psychological safety in your teams? Would you be willing to share your tips, stories, or challenges in the comments. Let’s make the workspace inspiring and lead with courage, empathy, and trust.

Further Reading & References

?? Clark, T. R. (2020). The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Berrett-Koehler Publishers.

?? Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.

?? Rozovsky, J. (2015). The five keys to a successful Google team. Google Re:Work.?

?? Edmondson, A. C., Higgins, M., Singer, S., & Weiner, J. (2016). Understanding Psychological Safety in Health Care and Education Organizations: A Comparative Perspective. Research in Human Development. DOI link.

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