Trust is the oxygen of teams. Without it, people hold back, hide mistakes, and disengage. Leaders might say, “We learn from mistakes here,” but unless actions back it up, people won’t feel safe enough to take that risk.
Amy Edmondson’s research on psychological safety shows it’s the single biggest driver of team learning and innovation. Google’s Project Aristotle reinforced the point: the highest-performing teams all shared one thing – a climate where people felt safe to speak up honestly.
Here’s the truth: psychological safety isn’t about comfort – it’s about courage. The courage to admit mistakes, share half-formed ideas, and challenge each other without fear of judgment.
What Leaders Can Do
-
Admit your own mistakes.
-
Invite feedback – and listen.
-
Respond calmly, even when it’s tough.
What Teams Can Do
-
Normalise vulnerability.
-
Support each other in taking risks.
-
Speak up with candour.
If silence is louder than voices in your team, it’s time to act. Trust and safety aren’t “nice to haves”- they’re the foundations of performance.
