Creating a Culture of Openness: Steps to Psychological Safety

18 January 2026

Do you ever hesitate to speak up at work because you're afraid of looking silly or facing judgment? If so, you're not alone. Many people tiptoe around ideas or feedback just to avoid conflict or embarrassment. But imagine if your workplace felt more like a team huddle than a battlefield — that’s what psychological safety is all about.

Creating a culture of openness isn't just a nice-to-have; it's the secret sauce behind innovative, resilient, and high-performing teams. In this article, we're diving deep into what psychological safety looks like, why it matters, and simple, actionable steps anyone — from team leaders to team members — can take to turn the tide at work.

So, grab a coffee, and let’s chat about how to make psychological safety part of your team’s DNA.

What Is Psychological Safety, Anyway?

Psychological safety is the belief that you won't be punished, humiliated, or sidelined for speaking up with ideas, questions, concerns, or even mistakes. Coined by Harvard professor Amy Edmondson, psychological safety is not about being comfortable all the time — it's about feeling respected, heard, and valued even when things get messy.

Think of it like emotional armor for your brain. When you're psychologically safe, you're more likely to take smart risks, challenge groupthink, and engage in honest conversations. And guess what? That's where the magic happens.

Why Psychological Safety Is a Game-Changer

Let’s face it — most companies want innovation, collaboration, and employee engagement. But here’s the twist: You can’t get any of those things unless people feel safe enough to be real. Here’s why psychological safety isn’t just fluff:

- It boosts creativity. When people aren't afraid to pitch "out there" ideas, you get more creative solutions.
- It's a stress-buster. A safe space means fewer politics, less drama, and lower anxiety.
- It builds trust. Teams don’t just work together — they grow together.
- It drives accountability. People who feel safe are more likely to admit mistakes and fix them.

So if you're striving for a healthy, productive culture, psychological safety isn’t optional — it’s essential.

Common Barriers to Psychological Safety

Before we fix the problem, let’s call it out. What’s getting in the way of psychological safety?

- Fear of judgment: "Will they think I'm dumb?"
- Hierarchical culture: "I can't speak up — I’m not the boss."
- Past punishments: "Last time I tried, I got shut down."
- Unclear expectations: "Is it even okay to ask questions?"

These barriers are real, but the good news? They're totally fixable with some awareness, intention, and a few smart strategies.

Step 1: Start With Leadership — But Don’t Stop There

Sure, senior leaders set the tone, but everyone plays a role. Still, it starts at the top. Leaders, managers, and team leads must be the first to walk the talk.

- Model vulnerability: Say things like, “I don’t have all the answers” or “I missed that — tell me more.”
- Ask for feedback: Not just during reviews. Make it weekly. Try, "What’s one thing I could do differently?"
- Celebrate failures: Sounds strange, right? But normalizing failure as part of growth makes it easier for others to take healthy risks.

But remember, no one has to wait for a job title to contribute. You can lead from where you are — by being open, kind, and curious.

Step 2: Practice Active Listening

Let’s be honest — we all think we’re good listeners. But often, we’re just waiting for our turn to talk. Active listening changes that.

Here’s how to do it:

- Put your phone down. Yep, completely.
- Make eye contact. It sends a message: “I’m here with you.”
- Repeat what you heard. Say, “So what I’m hearing is…” This shows you’re tuned in.
- Respond with curiosity, not critique. Before rejecting an idea, try: “That’s interesting — can you tell me more?”

When people feel heard, they start to open up. And openness? That’s the heartbeat of psychological safety.

Step 3: Create Space for All Voices — Not Just the Loudest

We’ve all been in meetings where one or two voices dominate. Meanwhile, the quiet thinkers — often the most insightful — stay silent. That has to change.

Try these small shifts:

- Round-robin sharing: Go around the room (or Zoom) so everyone speaks.
- Use anonymous input tools: Google Forms, anonymous Slack polls — they're gold for honest feedback.
- Ask direct but gentle questions: “I’d love to hear your take, Sam. What are you thinking?”

By leveling the playing field, you’re saying, “Your voice matters here.”

Step 4: Normalize Learning Over Perfection

If perfection is the goal, you’ll get silence — not brilliance. Innovation requires experimentation, and that gets messy.

Here’s how to reframe the narrative:

- Praise effort, not just results. Say, “I really appreciate how you tried a new approach.”
- Label mistakes as data. “This didn’t work — awesome. Now we know what not to do.”
- Share your own flops. When leaders admit what they’ve messed up, others breathe a little easier.

It’s not about lowering standards. It’s about creating a safe runway for people to fly — and fall — without fear.

Step 5: Build Rituals for Psychological Safety

Culture is built on habits — not handbooks. Make psychological safety part of your routine.

Some ideas:

- Start meetings with check-ins. Ask, “How’s everyone doing today?” It sets a human tone.
- Use "retros" after projects. Break down what went well, what didn’t, and what to try next — without blame.
- Create a “safe word” for tension. Something like “pause” to signal a timeout if a conversation gets heated.

These small rituals reinforce that openness is always welcome.

Step 6: Address Microaggressions and Bias — Fast

Nothing kills safety faster than a harmful comment that goes unchallenged. If someone makes a sexist, racist, or otherwise demeaning remark, silence can look like agreement.

- Speak up in the moment. Try, “Hey, that didn’t sit right — can we talk about it?”
- Support affected teammates. Check in privately, offer backing.
- Promote inclusive training. Equip your team with tools to spot and stop bias.

Psychological safety demands that everyone — not just a few — feels protected and respected.

Step 7: Measure and Adjust

You can't improve what you don’t measure. Psychological safety might feel "fuzzy," but you can track it.

Ask your team:

- “Do you feel comfortable speaking up?”
- “Can you admit mistakes without fear?”
- “Is your input valued?”

Use surveys, one-on-ones, or casual conversations. Listen to patterns. Then adjust. This is a journey, not a one-time fix.

Step 8: Celebrate Openness

Want more of something? Shine a spotlight on it.

- Share stories of speaking up. Highlight when someone voiced a concern or sparked an idea.
- Recognize team honesty. Celebrate retrospectives that were brutally (and beautifully) honest.
- Use peer recognition. Let coworkers shout out each other for being real, respectful, and brave.

What gets praised, gets repeated.

Final Thoughts: Culture is Everyone’s Job

Let’s bust a myth: Culture is not HR’s job, or leadership’s alone. It’s shaped moment by moment, by how we show up. You influence culture every time you choose courage over silence, empathy over ego, and honesty over harmony.

Psychological safety doesn't happen overnight, but it does happen — when people like you decide it's worth it.

So, will you spark the shift?