Once individuals feel included in the workplace, the next step is fostering innovation by ensuring team members feel safe to engage in the discovery process. They should be able to learn without fear of embarrassment, freely contribute their knowledge, apply what they’ve learned, and challenge the status quo without risking their personal standing or reputation.
To innovate effectively, people need autonomy, direction, and encouragement. They require freedom to engage in creative friction and open, candid exchanges. Achieving this requires a psychologically safe environment where they feel supported in taking risks and sharing ideas.
Key questions for a culture of growth and impact
‘’Are you growing? ‘’
You feel safe to
- Ask questions
- Give and receive feedback
- Experiment
- Make mistakes
‘’Are you making a difference?’’
- You feel empowered to contribute fully, using your skills, abilities, and experience
- There is energy and enthusiasm
- You naturally want to apply what you’ve learned and make an impact
‘’Do you feel safe to challenge the status quo?’’
- There is respect and permission to disagree and advocate for change when needed
- There is no pressure to conform
- You have the freedom to innovate and be creative
7 Do’s for leaders to (re)build psychology safety in the team
#1 Make sure rules, norms, and expectations are crystal clear
Ambiguity creates anxiety, while clarity fosters confidence
#2 Set the tone
Protect your team’s right to speak up and contribute without fear
#3 Prioritize truth over hierarchy
Encourage open dialogue and ensure decisions are based on merit, not title
#4 Embrace diverse perspectives
Welcome different viewpoints without ego or defensiveness
#5 Encourage constructive feedback
Give team members explicit permission to challenge ideas
#6 Lower the cost of speaking up
Make it safe and normal for team members to question and propose changes
#7 Trust the process
Progress isn’t always linear; Acknowledge the journey and keep morale high.
