The Safety to Speak Up
If you can't risk being wrong, you can't discover what's right - whether it's building a product, solving a problem, or growing as a team.
I was recently speaking with a VP of Engineering at a hypergrowth tech company and she shared something that completely shifted how her team operates.
During a critical product launch, her team discovered a major flaw just days before release. In the past, junior developers would have stayed quiet, hoping someone else would catch it.
But this time was different after team coaching: "We've built a culture where speaking up isn't just safe - it's expected."
Her team flagged the issue immediately. They delayed the launch, fixed the problem, and shipped something they were proud of.
That's the power of psychological safety in action.
Why Psychological Safety Is Your Leadership Superpower
Teams with high psychological safety are more innovative, make better decisions, and perform at higher levels. But here's what most leaders miss - it's not about being "nice" or avoiding difficult conversations.
Psychological safety means creating an environment where people feel safe to speak up with candor. It's about productive conflict, not comfortable silence.
When your team knows they won't be punished for speaking up, sharing mistakes, or challenging ideas, something powerful happens: they start owning outcomes instead of just following orders.
“We’ve built a culture where speaking up isn’t just safe - it’s expected. That’s when real innovation happens.”
What Happens When Safety is Missing?
In today's uncertain workplace, you can no longer lead through fear - it simply doesn't work as a motivator or performance enabler.
Without psychological safety, teams hide problems, avoid creative risks, and wait for permission instead of taking initiative. But when leaders create genuine safety? Teams thrive, innovate, and stay engaged.
Groops Take
Psychological safety is the foundation of high-performing teams, but it's one of the most misunderstood leadership concepts out there.
Most leaders face unprecedented challenges - rapidly changing markets, technological disruption, and distributed teams. The old command-and-control playbook doesn't work anymore.
The most effective leaders now demonstrate behaviors that foster trust and encourage interpersonal risk-taking. They frame challenges as learning opportunities, acknowledge their own mistakes, and model curiosity.
At Groops, we help leaders master the art of creating psychological safety through specific, research-backed behaviors that build trust and unlock performance.
Why It Matters
In today's complex world, leaders must balance innovation with human understanding. Emotional intelligence and adaptability are no longer "nice-to-haves" - they're necessities.
“If people don’t feel safe, they won’t speak up. If they don’t speak up, you don’t get the truth. And if you don’t get the truth, you can’t make good decisions.”
Something to Try: Build Safety Through Small Actions
Want to strengthen psychological safety this week? Here's a practical approach:
Start your next team meeting differently: Ask "What's one thing we should stop doing?" and genuinely listen.
Model fallibility: Share a recent mistake you made and what you learned from it.
Respond to disagreement with curiosity: When someone challenges an idea, lead with "Tell me more about that" instead of defending your position.
These might seem small, but they send a powerful message: this is a place where truth-telling is valued and learning matters more than being right.
Ready to Build Psychologically Safe Teams?
We offer 1:1 coaching and team development workshops designed to help leaders create cultures of psychological safety. Tell us your challenges, and we'll design a custom program to help you unlock your team's full potential.