Leading psychologically safe teams

In this practical guide, we explore:

• Ten steps leaders can take to create psychologically safe teams
• Psychosocial hazards in Australian workplaces
• The greatest misconceptions about psychological safety
• Why psychological safety is not another word for “trust”

When psychological safety is embodied across a team it makes people feel engaged and motivated, because they are able to fully express themselves and know that their contributions matter.

Why psychological safety matters

Coined by researcher Amy Edmondson, psychological safety is the shared belief that it is ok to take risks, express ideas, raise concerns, ask questions and admit mistakes; without fear of negative consequences.

It’s about creating an environment where differences can be openly discussed and acknowledged, understanding that agreement isn’t always possible or necessary.

Beyond benefiting teams, psychological safety drives broader operational success. As organisations that prioritise it experience higher employee engagement, lower turnover and stronger overall performance.

Psychological safety doesn’t happen overnight. Rather it requires sustained intention and effort across all team members and leaders alike.